Don’t Leave New Hires to Sink or Swim.

Build a Successful Employee Training Program

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Starting a new job can be both exciting and overwhelming for new hires. As an employer, it’s your responsibility to provide a structured and effective employee training program to ensure they feel supported and equipped to contribute to the organization’s success from day one.

Develop a Comprehensive Onboarding Plan

If you have read any of our previous blogs, you know we strongly recommend creating a structured onboarding process, so it should be no surprise that this is step one in training new employees. Begin by creating a thorough onboarding plan that covers the essential aspects of the job. Our team utilizes a Google Slides presentation that is reviewed and updated before every new hire starts to ensure we cover the most up-to-date information. This plan or presentation should include:

  • introduction to the company’s culture, values, and mission
  • overview of the organization’s structure
  • how each department contributes to the overall company success
  • outline a new hire’s roles and responsibilities within the company

Assign Dedicated Mentors Throughout Employee Training

Pairing new employees with experienced mentors can significantly enhance the onboarding experience. Mentors can guide new hires through the intricacies of their roles, answer questions, and provide insights into the company’s culture. This personal connection helps new employees feel more integrated into the team and fosters a sense of belonging. Depending on the size of your company or the size of the team the new employee is joining, this person may differ. If you have a Team Lead or an employee who has been with the company a long time and understands the ins and outs of the employee’s position, this is a perfect candidate. Offering this role to non-managers also creates an opportunity for someone interested in becoming a manager when a position opens up.

Utilize Multimedia and Interactive Training Methods

Engage employees through a variety of multimedia and interactive training methods. Consider using videos, e-learning modules, and interactive workshops to make the training process more dynamic and enjoyable. This approach caters to different learning styles and helps new hires retain information more effectively.

Establish Clear Learning Objectives

Clearly define learning objectives for each phase of the training program. Outline the skills and knowledge new hires should acquire and break down the training into manageable modules. This step-by-step approach allows employees to track their progress and provides a sense of accomplishment as they complete different stages of their training. If you are looking for inspiration, Salesforce’s Trailhead is a great place to get encouragement. The basics of their training platform can be customized to meet your unique business needs.

Encourage Open Communication

Create an environment that encourages open communication between new hires and their supervisors. Establish regular check-ins to discuss progress, address concerns, and gather feedback. This can be done through regular and consistent one-on-ones. One-on-ones create a platform for open dialog and allow new hires to get to know their supervisor quickly, which improves the coaching culture. This two-way communication ensures that employees feel comfortable expressing any challenges they may be facing and allows supervisors to make necessary adjustments to the training program.

Provide Ongoing Support

Training doesn’t end after the initial onboarding period. Implement ongoing support mechanisms, such as refresher courses, skill-building workshops, and access to additional resources. This continuous learning approach helps employees stay updated on industry trends, enhances their skills, and contributes to long-term organizational success. Just be aware that this will look different for each employee. That’s what makes employee training so complicated.

Measure and Evaluate Employee Training Effectiveness

Regularly assess the effectiveness of your training programs by gathering feedback from new hires and supervisors. Don’t feel like you need to make changes based on every piece of feedback, use this evaluation to listen for trends. Use key performance indicators (KPIs) to measure the impact of the training on employee performance and job satisfaction. Adjust the training program based on feedback and evolving business needs to ensure continuous improvement.

Investing time and resources in a well-organized training program is a strategic decision that pays off in the long run. By prioritizing the success of new hires through comprehensive onboarding, mentorship, and ongoing support, organizations can create a positive and productive work environment. Remember, a successful training program not only benefits the individual employee but also contributes to the overall growth and success of the company. If you need help getting your training material organized, Innereactive can help!


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Heather Morrison

Heather is the VP of Operations at Innereactive and we are lucky to have her. She has over five years of experience running an HR department and enjoys helping businesses like yours find solutions to their HR needs.



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