“Sink or swim” and “feed them to the wolves” were two sayings my business partner and I used often when we first started growing our team at our previous software company.

That was how we described a new team member’s first few months at our company. 

It’s a little embarrassing realizing how many good people we lost because we had no training or documentation in place.  It was exhausting, frustrating, and expensive because we burned through employees. Some of our new hires only lasted a few months because every day felt like chaos and most had to work long hours to try and keep up.

We slowly dug ourselves out of that mindset and realized that we had to put more effort into creating training assets and streamlined processes so that teams could easily find their stride. Eventually, we created a much stronger company culture with loyal and dedicated team members.

But our training assets didn’t stop at new employee onboarding.

We had to consistently provide ongoing training (I mean, nothing ever stays the same and if it does, that means your business is going stagnant). We quickly saw how those training assets saved time (and our money) because team members no longer had to ask each other how to do something or spend long amounts of time trying to figure it out all individually.

If you need some additional convincing, here are some shocking stats that will hopefully motivate you to work on your training assets and onboarding:

  • 88% of organizations don’t onboard well according to Gallup
  • A negative onboarding experience makes new hires 2x more likely to look for other job opportunities in the future according to Digitate.
  • Great employee onboarding can improve employee retention by 82% according to Glassdoor.

The average US employer spends $4000 and 24 days* to hire a new worker so it’s absolutely worth doing everything you can to maximize that time and money to ensure your new hires stick around. 

That is why we are so passionate about the work we do with our clients and why we built our new software platform, Arvo.

At a minimum, a training asset should include these things:

  • Screenshots for visual reference
  • Video walkthroughs so people can see it in action
  • Clear explanations for each step
  • Scenarios for when the topic applies

And to make it even easier, check out: how to create engaging and valuable training assets for your team.  

If you think playbooks would be helpful for your business, sign up to get on our waitlist for early access.

*Source: https://www.saplinghr.com/10-employee-onboarding-statistics-you-must-know-in-2021