Taking on a new position is no easy task. There are skills to learn. Names to remember. Responsibilities to master. Getting up to speed is a challenge in even the best of circumstances — which is precisely why it’s an even greater hurdle for part time and temporary employees.
For many organizations, part time and hourly employees are essential to maintaining customer service levels and taking part in expanded markets. Often your customers see them as the very face of your company — your retail staff, your service technicians, your delivery teams, and your front-line management.
As customers expect ever greater levels of convenience and service, these positions are becoming ever more important — and ever more common. According to the latest data, the number of part time positions in the US has doubled since 2001 — and that’s even after coming down 20% from their 2009 high point during the Great Recession.
Yet while many companies are fast adopting complete onboarding strategies as part of their employee training practices, all too often those efforts are focused on the full-time professional staff employed in the home office. Little if any of that onboarding process is extended to hourly and temporary staff, a typically justified by a common set of concerns:
For many organizations, the onboarding process attempts to answer a serious challenge: how to provide time-sensitive training, tailored to specific roles, and delivered to a small audience that may be remotely located across the country or around the world?
It’s a daunting task, but an important one — with real implications to your bottom line.
Those stats don’t just apply to senior executives — they hold true for every position in your organization, right down to the junior sales associates, associate sales techs, and third-shift customer support representatives.
In fact, the potential impact of onboarding part time employees might mean even more than the numbers suggest — an internal data analyst at corporate HQ can take months to get to know the company culture and processes without causing much consternation. But customers expect a front-line employee to be a perfectly knowledgeable and capable representative — right from their very first minutes on the clock.
Just as with any organizational learning and development activity, onboarding part time employees first requires employee training teams to find the right balance of information to teach and time available for teaching. In the past, the difficulties in reaching part time employees cited above in effect reduced time available to zero — but that doesn’t have to be the case anymore.
A new wave of employee onboarding software has brought scale and accessibility to routine employee training.
With the right onboarding solution, organizations can develop reusable training programs that cover large distances at a click, provide individual training to thousands simultaneously, and can be scheduled to welcome each and every new hire — even if those in temporary or high-turnover roles.
Business 2 Community writer Breanna Vander Helm recommends businesses make automation a cornerstone of any part time employee training. Automation, she notes, is essential to helping hourly employees balance professional development and on-the-clock responsibilities. Technology can also play a role in another of her recommendations, designing an ongoing onboarding process that can include 30, 60, and 90 day goals and keep employees on track and motivated.
When companies invest in onboarding, they reap the benefits of reduced turnover and improved productivity. In forward-looking companies, video has already become an essential part of that investment, helping to scale and expand onboarding activities. Here’s why:
Almost anything — from how to use the technology they’ll see every day and how to enroll in your corporate benefits program, to how to live the company culture and work with the customers they’ll see in their local store or region.
Find out more in our free white paper, Make Every First Day A Great One.
In it, we detail how video can be used to improve onboarding for businesses and universities, including: