Five Reasons Training Must Go Beyond Onboarding

When it comes to training, many manufacturers start off strong. Employers implement a formal onboarding program to immerse new employees in company culture, teaching them the skills and knowledge they need before setting out on their own.

But that’s where training falters. From there, employees are often left to navigate a web of informal learning and development tactics, in the form of job shadowing and tribal knowledge sharing.

The consequences are varied and disastrous: high turnover, low morale, safety concerns, reduced productivity and sluggish growth.

In contrast, high-impact learning organizations (HILOs) understand that successful learning programs are continual, moving from day one through all talent management processes. They reap the benefits, and tend to significantly outperform their peers in productivity, customer satisfaction, quality and other metrics.

If that isn’t incentive enough, take a look at the five reasons training must go beyond onboarding.

Happy employees are productive employees.
Employees stagnate over time.
Technology is quickly changing.
Knowledge spurs innovation.
Transfer of knowledge must take place now.

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5 Reasons Training Must Go Beyond Onboarding

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