Do You Need An L&D Glow Up? 8 Red Flags That Your Tech Onboarding Program Is Showing Its Age

Is Your Tech Onboarding Program Stuck In The Past?

Tech onboarding shows your new hires the ins and outs of coding, programming, or any other technical skill required for their job. Although it may be mandatory, it’s also their way of understanding the company culture and getting familiar with the tools, processes, and tasks that come with their new role. Now, if your new employees start without proper onboarding, they’ll feel lost and overwhelmed. Plus, the tech landscape is evolving rapidly, and you need to keep up with the pace by having a constantly up-to-date tech onboarding program. Let’s see how you can tell if the onboarding process for your new tech hires needs a little reshaping and how we can help you transform the way you welcome recruits.

8 Telltale Signs That Your Tech Onboarding Program Is Outdated

1. Lack Of Personalization

Many companies fall into the trap of providing newcomers with generic training materials they’ve been using for ages, assuming they will suit anyone. However, tailoring the onboarding journey to new hires’ existing knowledge and experience will make them feel valued and more engaged right from the start. For instance, you can’t expect to train a person with years of coding experience the same way as someone who’s stepping into the tech world for the first time. On top of that, every person learns differently. Some people prefer hands-on training, while others like theory more than practice. Addressing everyone’s learning preferences is a recipe for a successful tech onboarding program that will help the employees and the company reach their full potential.

2. No Remote Options

Traditionally, tech onboarding has been associated with in-person training. However, as remote work is becoming the norm, there’s no need for you to gather your new employees in the office and host face-to-face events. On-site training sessions can be counterproductive, especially when you hire remote employees. There are plenty of communication channels to choose from, as well as Learning Management Systems, giving your new hires the autonomy that remote work requires. Remote-friendly onboarding strategies involve asynchronous learning opportunities, where training materials can be accessed whenever and wherever, catering to different locations and time zones. This approach to onboarding gives employees opportunities to manage their time and schedules and adjust to their new roles at their own pace, without the pressure of a busy work environment.

3. Too Much Theory

While building a solid theoretical foundation for concepts is important, omitting practical application can disconnect your employees from the experience. Without a clear correlation between theory and actual tasks, your new hires may not immediately understand how the training material relates to their work responsibilities. Implementing hands-on training is the key here. Your employees will have the chance to experiment with tools, equipment, and software and apply the theory they’ve been learning. For example, you wouldn’t let your developers train only on coding theory without ever writing a line of code, right? So, finding the balance between theory and practice will make a difference in your program and prepare your newcomers for all the challenges associated with their roles.

4. Neglecting Soft Skills

Being proficient in programming languages or creating amazing software and apps is great, but what about the skills that get you through the workday? Soft skills make excellent professionals stand out and thrive in the workplace. For instance, communication skills help your employees explain their ideas to their peers; teamwork abilities contribute to smooth department operations; and decision-making leads to completed projects. So, if a developer can’t collaborate effectively with their team, no matter how good they are at what they do, they’ll soon start creating unnecessary issues. Integrating soft skills development into your tech onboarding program requires first identifying the most relevant skills and then tailoring training to each individual.

5. Absence Of Multimedia Elements

You can’t rely on traditional training methods alone, especially when it comes to onboarding new tech employees who work in a continuously evolving industry. So, opt for more interactive and engaging elements. You can implement videos, podcasts, games, and even VR or AR simulations accompanied by interactive quizzes to test your new hires’ knowledge. These materials accommodate different learning preferences and help employees retain information more effectively. Plus, you’ll get them excited about the onboarding process from the beginning and prepare them for the dynamic workplace.

6. Limited Assessments

Assessments and feedback during onboarding are like a map for your new hires that helps them navigate challenges that lie ahead. For example, what happens after training your new tech recruits? They’re not going to acclimate immediately and start completing projects from day one. Thus, continuous evaluation is needed to track their progress and identify areas where they need more help. Your employees can take written assessments or quizzes, so you’ll know where they stand in the onboarding process. This process will allow you to tailor the training content accordingly, ensuring its success. Constant feedback is also crucial so your new employees know if they’re on the right track and what to work on.

7. Ignoring Continuous Learning

Welcoming and onboarding your new employees so they can settle into the workplace doesn’t mean you’re done with the process. Especially in the tech industry, staying updated is the key to being a successful professional. Your organization must foster a continuous learning culture to motivate employees to pursue knowledge and skill development. Their initial training won’t be enough, but you can enroll them in online courses and organize workshops. Similarly, invest in upskilling and reskilling programs that align with their roles and overall company goals. Researching industry trends is also essential; make sure that your staffers have the necessary resources available at any time.

Conclusion

The only thing that is certain about the tech industry is that it’s constantly evolving, so why should your tech onboarding program stay stagnant? The above signs let you know if your program isn’t up to par, allowing you to act fast to attract talented tech recruits and keep them in your corporate family for years to come. Change is good as far as new technologies are concerned, and you need to keep up if you want your tech teams to thrive.