Successful onboarding is critical to the success of employees and the organizational goals. The new employee needs to understand “the big picture” of the company, where their role fits, and how critical each role is to its success. When employees are trained well and understand the big picture, they are more likely to become engaged and productive while adhering to the quality and the company culture.
A well-designed onboarding program can make all the difference in how quickly new hires become contributing team members and how long they choose to stay with your organization. This article explores best practices for designing and implementing a comprehensive onboarding program for manufacturing employees, drawing on TrainSMART’s expertise and real-world scenarios. We’ll discuss how a successful onboarding program can accelerate time-to-productivity, improve retention, and foster a positive work culture.
The Importance of Onboarding in Manufacturing
Onboarding integrates new employees into an organization and equips them with the knowledge, skills, and tools they need to succeed. In manufacturing, effective onboarding is particularly critical for several reasons:
- Safety: Manufacturing environments often involve heavy machinery, hazardous materials, and complex processes. Proper onboarding ensures new employees understand and follow safety protocols from day one.
- Quality: Consistency and attention to detail are essential for producing high-quality products. Onboarding helps new employees understand quality standards and learn the specific procedures and techniques required for their roles.
- Productivity: Manufacturing is a highly dynamic industry where every minute counts. The faster new employees can become fully productive, the better for the organization’s bottom line.
- Retention: High turnover can be costly in terms of lost productivity, recruitment expenses, and training costs. A strong onboarding program can help new employees feel welcomed, supported, and engaged, improving retention rates.
Best Practices for Designing a Manufacturing Onboarding Program:
Start with a Clear Plan: Before diving into the specifics of your onboarding program, it’s essential to have a clear plan in place. This plan should outline the goals of your onboarding program, the key stakeholders involved, and the timeline for each phase of the process.
Scenario:
ABC Manufacturing recognized the need to improve its onboarding process and engaged TrainSmart to help. We conducted a rapid assessment that identified gaps and strengths in what exists. TrainSmart worked with ABC’s HR, operations, and training teams to identify the core objectives of the onboarding program, which included reducing time-to-productivity by 30%, improving 90-day retention rates by 20%, and increasing new hire satisfaction scores by 25%. With these clear goals, the team mapped out a detailed onboarding plan encompassing pre-boarding, orientation, on-the-job training, and ongoing support.
Engage New Hires Before Day One: Onboarding doesn’t have to wait until a new employee’s first day on the job. You can help new hires feel welcomed and prepared by engaging them before they start, reducing first-day jitters, and setting them up for success.
Pre-boarding activities can include:
- Sending a welcome package with company swag and a personalized message
- Providing the “big picture” and how their role fits
- Providing access to an online portal with information about the company, the team, and the role
- Assigning a buddy or mentor to reach out and answer any questions
- Completing paperwork and training modules online to streamline the in-person orientation process
Scenario:
XYZ Corp. implemented a pre-boarding program that included sending new hires a welcome kit with safety gear, a company t-shirt, and a personalized letter from their supervisor. They also provided access to an online learning management system (LMS) where new hires could complete safety training and learn about the company’s history and values. When new hires arrived for their first day, they felt like part of the team and had a head start on their training.
Make Orientation Engaging and Informative:
The first few days on the job are critical for setting the tone and providing new hires with the information they need to succeed. However, sitting through hours of presentations and paperwork can be overwhelming and disengaging.
To make orientation more engaging and informative, consider:
- Using a mix of formats, such as videos, interactive exercises, small group discussions, and one-on-one discussions
- Providing a clear agenda and breakdown of what will be covered each day
- Incorporating hands-on activities and tours of the facility
- Allowing time for new hires to ask questions and get to know their colleagues
- Emphasizing the company’s mission, values, and culture
Scenario:
DEF Industries revamped its orientation program to make it more engaging and memorable. Instead of a full day of presentations, they broke the content into smaller, interactive sessions spread over the first week. They included a virtual reality (VR) tour of the manufacturing floor, a scavenger hunt to familiarize new hires with the facility, and a team-building activity to help new hires bond with their colleagues. By the end of the first week, new hires felt energized, informed, and ready to dive into their roles.
Provide Structured On-the-Job Training:
While orientation provides a foundation, the real learning happens on the job. To accelerate time-to-productivity and ensure consistency, it’s essential to provide Structured On-the-Job Training (SOJT) for new manufacturing employees.
Effective SOJT programs include:
- Clearly defined objectives and performance expectations for each phase of training
- Standardized training materials and job aids
- Dedicated trainers or experienced employees to provide guidance and support
- Opportunities for new hires to practice skills and receive feedback
- Regular check-ins and assessments to track progress and identify areas for improvement
Scenario:
GHI Company implemented a structured SOJT program for their assembly line workers. Each new hire was assigned a dedicated trainer who followed a standardized training plan. The plan included a mix of observation, hands-on practice, and knowledge checks. New hires received regular feedback on their progress and had the opportunity to ask questions and get additional support as needed. As a result of this structured approach, GHI Company reduced the average time-to-productivity for new assembly line workers by 25%.
Offer Ongoing Support and Development:
Onboarding doesn’t end after the first few weeks or months on the job. To truly set new hires up for long-term success and retention, it’s important to provide ongoing support and development opportunities.
Some ways to provide ongoing support include:
- Assigning a long-term mentor or coach
- Providing access to additional training and development programs
- Offering regular feedback and performance reviews
- Encouraging participation in employee resource groups or social activities
- Celebrating milestones and achievements
Scenario:
JKL Inc. recognized the importance of ongoing support for new hires and implemented a year-long onboarding program. In addition to the initial orientation and OJT, new hires were assigned a mentor for their first year on the job. They also had access to various training programs, including leadership development, technical skills, and soft skills. To keep them engaged and motivated, the company celebrated new hire milestones, such as completing their first project or reaching their six-month anniversary. As a result of this ongoing support, JKL Inc. saw a 30% increase in retention rates for new hires.
How Do You Measure the Success of Your Onboarding Program?
Measuring the Success of Your Onboarding Program: To ensure that your onboarding program is achieving its goals and delivering a positive ROI, it’s essential to measure its success.
Some key metrics to track include:
- Time-to-productivity: How long does it take for new hires to reach full productivity in their roles?
- Retention rates: What percentage of new hires stay with the company after 90 days, six months, and one year?
- Employee satisfaction: How satisfied are new hires with the onboarding process and their overall experience with the company?
- Safety incidents: Are new hires following safety protocols and avoiding accidents and injuries?
- Quality metrics: Are new hires producing work that meets or exceeds quality standards?
By regularly tracking and analyzing these metrics, you can identify areas for improvement and make data-driven decisions to optimize your onboarding program.
TrainSmart’s Expertise in Manufacturing Onboarding:
At TrainSmart, we have extensive experience helping manufacturing companies design and implement successful onboarding programs. Our team of learning and development experts understands the unique challenges and requirements of the manufacturing industry. It can help you create a customized onboarding solution that meets your needs.
Some of the ways we can support your manufacturing onboarding efforts include:
- Assessing your current onboarding process and identifying areas for improvement
- Developing a comprehensive onboarding plan aligned with your business goals and values
- Creating engaging and interactive orientation materials, including e-learning modules, videos, and job aids
- Designing and implementing structured on-the-job training programs
- Providing train-the-trainer services to equip your internal trainers with the skills and knowledge they need to effectively onboard new hires
- Measuring the success of your onboarding program and providing ongoing support and optimization
Conclusion:
A successful onboarding program is essential for any manufacturing company looking to accelerate time-to-productivity, improve retention, and foster a positive work culture. By following best practices such as starting with a clear plan, engaging new hires before day one, making orientation engaging and informative, providing structured on-the-job training, and offering ongoing support and development, you can set your new hires up for long-term success.
At TrainSmart, we’re passionate about helping manufacturing companies unlock the full potential of their workforce through effective onboarding. Our customized corporate training solutions are designed to address each client’s unique challenges and goals, and our expert team is committed to delivering measurable results.
If you want to improve your manufacturing onboarding process, we invite you to partner with TrainSmart. Contact us today at 800-807-8030 to learn more about how we can help you design and implement YOUR New Hire and Reinforcement training program to drive productivity, retention, and success for your organization.