Select an Onboarding Process for Retail Employees Carefully
Employees are the most precious commodity of any firm. It is a delicate process to embark on new ones in retail and it is important to do it correctly. Why, in this day and age, is it necessary and how to do it? In this paper, read on.
Training Retail Employees in 2021
Retail is a vital part of how societies exchange or absorb energy, from the early markets of Ancient Greece to family-owned shops of the 18th century, and from the first shopping mall in the 1950s to the eCommerce revolution, within the defined mindset of making a profit. “The client is always right” on either side of a retail counter is something we hear (or say) sometimes. To turn this adage into a palpable reality, businesses make substantial investments in marketing campaigns, branding strategies, and training efforts.
Borders are open and patterns and expectations are brought to our fingertips by social media. Both online and offline, technology streamlines checkout. There are, at once, tremendous opportunities and extreme obstacles to how retail companies can continue to succeed. If there is one thing in this fast-paced, volatile consumer goods and services environment that can make a difference, that is the people of a business.
Employees are, without a doubt, the most precious commodity of a company. The way we see more and more successful examples in the business world is to treat them as partners. The secret to finding, retaining, and growing a reliable workforce is continuous education and growth, clear company principles of inclusion and collaboration, and open communication. All begins with the critical step of onboarding because we only have one chance to make a successful first impression.
What Is So Important About Training New Hires
Onboarding provides the ability for new workers to learn about the employer/company. As such, for substantial long-term benefits, it is important to make the most of this pocket of time and availability.
- The most apparent advantage of an effective onboarding phase is employee retention. It bears repeating: putting people first translates into a bigger, more dependable workforce. An inclusive climate, a good professional development strategy, and dedicated leaders contribute to a lower turnover of employees. This translates in the long run into substantial cost savings.
- The culture of organizations reflects the sum of corporate principles and actions in action and significant efforts are being made to visualize, communicate and enforce such an essential structure. Its reputation and importance depend on the continuous, committed, and accountable commitment of all workers within an organization. An onboarding process that represents the culture of the company will help to set reasonable goals, explain best practices, and put everyone on the same page.
- The workforce of a company, even more so in customer-facing retail businesses, is the best and most recognizable business card. Nothing can make or break the brand image of an organization quite like the frontline workers, from the dress code and attitudes to the positive attitude. Onboarding is the first and most important moment in which the importance of their work and their value to the business are improved.
Make New Hire Training Fun and Useful
The onboarding method should not be a series of cumbersome administrative tasks, contrary to the mainstream perception and the very bland use of terms. Onboarding is an invaluable learning opportunity and requires the utmost consideration and attention.
Edutainment, invented in 1954 by Walt Disney, is the idea that all media (read: emerging technologies) should teach and entertain at the same time. With a major boost in employee morale and workplace mood, this take on education will ensure better comprehension and longer retention of the data. With at least one smart device attached in every retail company to every new employee, here are 5 forms in which the concepts of edutainment can make onboarding meaningful and satisfying.
- Render the learning experience comfortable for consumers. With the use of smart UI and a humane approach to knowledge delivery, architecture matters and good design are readily available. The learning process can feel less like a mission and more like a discovery when the interface is intuitive and well built. The learning environment will replicate the current retail environment for added value, doubling as a pocket map for commonly asked questions or significant resources.
- Not all learners are the same, and not one size fits all is schooling. An integrated learning mechanism ensures that new workers have access to important knowledge only and in a manner that fits their styles of learning. This translates into reduced strain, which increases their morale and reinforces the concept that they are in the right position.
- HR content developers can use emerging technology and diverse digital tools instead of managing learners to target particular learning objectives by designing learning experiences. Employees become the real L&D customer and can benefit from tailor-made learning programs based on experience. These facilitate education that is self-sufficient and ensures that essential knowledge is always accessible in an attractive and actionable format.
- A smarter, more agile take on eLearning is microlearning, packing a punch in bite-sized increments. The right knowledge reaches the correct person at the right time with strong design and multimedia capabilities. New workers can fight the overwhelming feeling of new beginnings by determining the pace of their learning process. Employees can feel trusted and motivated by loving the autonomy and the versatility of their learning experience. Platforms for micro-learning track progress through general deadlines and micro-assessments.
- Gamification of the learning process is one of the most important methods for training in retail sales. As important interaction and recognition tools, game-like features, such as weekly leaderboards, learning streaks, and achievements, work. Gamification allows improved retention of information as well as more accurate input by activating deep human emotions. Employees and employers can rely on a more precise, real-time picture of the efforts and outcomes of training.
The stage for what should be a long-term, mutually beneficial relationship is set by a strong onboarding process. Career advancement and a diverse workplace follow suit. To provide enough time for in-depth training, a successful onboarding phase can last anywhere between three months and one year. The mechanism becomes one of continuous open contact after workers receive all the tools needed to perform well in their employment. This is where the advantages of a well-established scheme become apparent. Transparent task allocation, direct and efficient exchange of knowledge, and consistent channels of feedback are the cornerstones of a productive working partnership that values visibility and transparency for all concerned partners.