How you believe the below outline will or will not be a successful training strategy to improve employee engagement and comprehension of the subject matter so that all learning objectives are achieved. Include examples a.

Introduction

Employee engagement is a critical part of onboarding new employees to an organization. It all starts with providing a good candidate experience through the recruitment, onboarding, and orientation process. Creating a good sense of belonging will help retain new hires. According to a survey conducted by CareerBuilder and Silkroad Technology (nine percent,) or 1 in 10 have left a company because of a poor onboarding experience, and 37% percent of employees said their manager did not play a critical role in their onboarding experience support (Why onboarding is important and a key to success (2024). Every individual has a different learning experience and based on their past roles they can bring different ideas or suggestions on what they can bring to the new job. A good training plan will be crucial for managers to develop.

Assessing Current State

Based on my experience before beginning a training plan I would recommend doing a behavior assessment such as a TTI. TTI stands for target training international, and it's used by several organizations as an assessment tool that increases employee productivity and improves culture and employee engagement (Why tti. TTI Success Insights,2023). This tool will help managers learn more about their new team members regarding their behaviors and the ability to interact effectively with people. Driving forces is another section that will reveal the "Why" of your actions. Having a good understanding of the motivations that drive actions will be important as well. If you are tasked to onboard employees that are scientists and engineers, you will find through this assessment their DISC personality. Engineers and scientists would be considered a "C" personality, conscientiousness. They excel at making objective decisions rather than emotional ones, taking a highly rational approach to their work and relationships (Harris, 2023). This assessment will help managers have a better understanding of how to best communicate with them and keep them engaged.

Setting Clear Learning Objectives

Engineers and scientists love data! Defining specific measurable learning objectives that will align with the organization goals will help keep this group engaged and excited to work. Have clear expectations of what is needed and set due dates for projects. A "C" personality tends to be private and less likely than other styles to engage in small talk and are often logical, accurate, and reserved (C-type personalities,2023). A way that can help keep this group aligned would be to create a project accountability spreadsheet where important data is stored with clear dates of completion and who the assigned owners are.

Customizing Training Approach

As I mentioned earlier, we all have different learning styles and as managers it's important to change our training approach. Ensure you are still covering all what is needed to help this group be successful. If you typically have new members present in front of big groups you may need to scale things back and start with small groups and get the team to become comfortable.

Continuous evaluation and Feedback

It's crucial to check in with all new hires to ensure there are no concerns or questions about their onboarding and training plan. Your first two weeks of employment are very important and there should be a touchpoint with your new hires. Other checkpoints can be done at 30, 60, and 90 days. I would suggest this group fill out a survey rather than in person due to their personality not liking to engage if there's an issue and they can keep it anonymous.

Support and Reinforcement

One you receive the feedback from your new hires its important to review their completed survey's and continue reinforcing what's going well. If there's additional support that is needed their also needs to be actions taken by the manager to ensure there's better alignment with expectations and training process.

Measurement of Success

Several organizations measure their success by doing yearly employee engagement surveys. This is given to everyone in the organization, and it gives them the time to provide feedback on how an employee feels towards their team, supervisor, and organization. Some examples of these questions would be if they feel valued as employees, do they feel like there's fair opportunities, and if their work brings value to the organization. All departments are measured separately and once the results are in management can assess where they stand compared to the rest of the organization. If you have a high engagement score you know you're doing the right thing with training, development, and creating a positive culture with your team. If the score is low, then action items would need to be created to ensure the employees are being heard and a quarterly pulse survey will be a good checkpoint to ensure you're driving the right actions to improve.

Conclusion

Getting to know your team and what works best for them will be important but also how effectively they can all work together. We all work with different personalities within our own teams and building strong working relationships will ensure there is a positive culture and sense of belonging. Team building activities will help establish a good relationship and trust amongst a team.