Training new staff is not simply a “nice-to-have”
Training is an essential part of the hiring process, even though it happens once the person is hired. You may hire the best prepared person for the role, but even they will need training, but why exactly? Because training is not only to gain the needed skills to perform the job, training also provides company knowledge and customer data.
Said data is necessary to understand the context in which the company is operating, providing the necessary information for the employee to know how to perform beyond their skills. Brand’s tone of voice, personality, guidelines, compliance, and security protocols are among the topics that need to be part of new employee training.
Training new staff members is not a nice thing to do, it becomes a necessity for those companies who want to retain new employees. Those looking to improve their operations or customer service need training as well.
If you weren’t aware of the importance of training new staff, then you are at the right place. Here you’ll learn the best practices for training new employees, some ideas for training new employees, and the best new hire training strategies to succeed.
The importance of training new staff
Training is a structured process meant to enhance one’s physical abilities, mental skills, or job knowledge. It always has an end goal, whether it is to become more productive at your current job, land a new role, achieve a better body, or just train the mind. Whatever goal’s attached to it, to achieve the goal you must be disciplined.
So, training new staff is needed when you hire a new employee and you want them to perform at their best level. Training new employees is attached to a measurable impact and it improves retention, productivity, and revenue.
Early attrition is more common than you think and has catastrophic consequences to a company’s ROI. Around 20% of employees leave within the first 45 days. In addition, 28% leave after just three months. While not every employee leaves due to poor or a lack of training, it is one of the most common reasons why new hires leave.
One of the best ways to prevent this issue is by implementing strong onboarding and training strategies. It is proven to boost retention, when companies invest in structured onboarding, 91% of employees stay at least one year and 69% remain for three years or more.
But how is it possible? Put yourself in the new employee’s shoes and just think for a moment you had to perform tasks that require deep product knowledge like customer service, or that you need to transfer customer data, but don’t know how to do it safely. The uncertainty of not knowing how to do the tasks the best way possible makes the experience frustrating.
From a learning perspective, training is the best way to transfer knowledge to a new staff member, equipping them with the necessary skills and resources to trust themselves. Their performance improves when they are confident enough to do the tasks on their own and when they have clear direction.
Your goal needs to be to make the new hire’s life easier and not add pressure to their already exhausting first days. It is also important to recognize that new hires typically take 5 to 8 months to reach full efficiency. Without deliberate new hire training, that deadline stretches further, so effective training shortens the path to competence and reduces costly mistakes along the way.
Finally, strong training tells a clear story about your company. It tells employees that you are serious about their growth, improving your loyalty by supporting a positive culture from day one. When new employees have access to everything they need from the beginning they will feel valued, fostering retention.
Differences between new employee training and onboarding
Onboarding and training are often used interchangeably, and even though they have some similarities, there are some differences that set them apart. To differentiate them in simple terms, onboarding focuses on integration and training on performance. Now, let’s go deeper into the meaning of onboarding.
Onboarding focuses on implementation, and it refers to the first steps that need to be done before starting something, a new job in this case. While it can also apply when you hire a new software, you need to onboard the team that will use it, so again, this focuses on baby steps. For a new employee, the first things to do are paperwork, benefits enrollment, policy reviews, and meeting key stakeholders, the goal is to create clarity and belonging in the first days and weeks.
88% of firms admit they can improve onboarding. This means there is significant room for leaders to rethink how to make the first steps smoother for new hires before their training begins.
Training new employees, on the other hand, focuses on performance. With training you’re addressing this practical question: how to train a new employee so they can succeed in their specific role? This includes learning workflows, mastering tools and systems, understanding performance metrics, and practicing real tasks under supervision.
While onboarding builds the foundation, training builds the capability. Both are necessary for employee’s wellbeing and both become critical for retention, so if you want to succeed, you must blend both. New hire training should extend beyond the first week and, in many cases, last up to 90 days or longer. It should cover company culture and values, but also dig into job-specific competencies through hands-on practice, shadowing, and feedback.
For executives asking how to train new hires effectively, the key is alignment. Onboarding ensures fit and clarity., while training ensures productivity and mastery, but together, they accelerate ramp-up and reduce turnover.
12 strategies for a successful new hire training
1. Create a training plan and start it before day one
It is important that you make sure the training process will be as smooth as possible, and to ensure that, you must prepare with enough time. Training resources, data to share, employees or executives that will be required to share knowledge, and software seats available are just some of the aspects that need to be ready before the new hire’s first day.
Beyond training for technical skills, you must also prepare cultural training sessions that will ensure the employee is not only right for the job, but is also a great fit for your business as well. A great way to introduce the new hire to the training material is by sending them a checklist and some engaging, easy-to-read resources for them to prepare in advance.
2. Hire mentors (external or internal)
Mentorship significantly improves retention. Data shows that 86% of employees with mentors stay long term. Pairing new hires with dedicated experienced employees or teams provides daily guidance and psychological safety. Having someone by their side can be really helpful for some employees, especially when dealing with new tasks or if they’re starting their first job.
Internal mentors can be used as well to transfer both institutional knowledge and help navigate technical skills. External mentors can offer objective and unbiased perspectives by bringing their specialized expertise to the table. For organizations exploring ideas for training new employees, mentorship is one of the most cost-effective and high-impact methods available.
3. Implement team-building exercises
A great strategy that can work very well is to make people work together. If you have the case where you are hiring several employees that will work in related departments or perform similar tasks, making sure they bond from the beginning creates a winning formula. So, take advantage of the opportunity to do it.
If you’re only hiring one or few unrelated people, make sure they bond with their respective departments by making them perform small tasks. These activities build trust and reduce the isolation many new hires feel. For remote teams, virtual team-building sessions ensure inclusivity. Social integration strengthens engagement and supports long-term retention.
4. Job shadowing
Job shadowing is the practice of having an employee watch another employee perform their tasks. Usually this strategy works best when the tasks require critical thinking and have different stages, because you will have an experienced person organically doing their job. Observing people can be more effective for new hires as they will see their team members perform naturally without the pressure of teaching.
This can be a great strategy that works well not only for new hires, but for employees who receive a promotion. Observing someone performing the tasks you’ll later perform provides better insight into the job.
5. Roleplay with other employees
Roleplay is similar to acting, in a way where roles are assigned to different people and they will need to perform as the role provided. For example lets say you are hiring a group of people for customer service roles, a great strategy will be to assign some of them the role of customers and others the role of agents.
Having people perform different roles will make them develop critical analysis skills that will help them think outside the box. The key for a successful roleplay training is to have managers or current agents supervise and provide insights based on the interactions.
6. Reward employees for their progress
Recognition reinforces behavior. Acknowledging milestones through public praise, small bonuses, or personalized rewards keeps motivation high. Rewards should be meaningful and aligned with individual preferences. Even simple recognition during team meetings can make a difference.
Training a new employee is a journey, so celebrating progress encourages sustained effort and engagement. This makes sure the employees stay engaged and motivated to continue their training sessions.
7. Plan every step for the first months of training
The first 30 days shape long-term outcomes. Structured 30-60-90-day plans outline daily and weekly objectives, expected competencies, and measurable milestones. Clear progression markers reduce ambiguity and give managers a framework for coaching. These plans should remain flexible and adapt based on real-time feedback.
Organizations that structure early development see lower turnover, including up to 14.9% lower turnover when feedback is embedded into the process. It is important for managers to make training accessible and understandable for new hires, also it is important for them to understand their progress.
8. Evaluate your current training process
Continuous improvement is essential. Surveys, interviews, and structured evaluation models such as Kirkpatrick’s levels, reaction, learning, behavior, and results, help identify strengths and gaps. Metrics to monitor include time to productivity, retention rates, and employee satisfaction. They are a competitive necessity.
Understanding how to train new employees well starts with measuring what works and what does not. Understanding what parts of training work best is important to adapt and personalize training for future employees. Ask for feedback from new hires so new people can have better experiences.
9. Create new employee training resources
Modern new hire training should include flexible, accessible resources. Video tutorials, digital handbooks, and learning management system modules allow self-paced learning. Resources should cater to different learning styles and remain available for reference. Content must be updated regularly to reflect changes in systems, policies, or strategy.
Accessible resources are especially important for remote employees who cannot rely on office interactions. Keeping your resources updated will prevent misunderstandings if the provided information is outdated.
10. Assign important tasks for new employees
New hires want to contribute. Assigning meaningful projects early fosters ownership and builds confidence. Tasks should stretch skills without overwhelming the individual, so close supervision and clear expectations are critical during this phase.
Gradually increasing complexity accelerates competence and reduces the risk of disengagement. Every person wants to feel valuable at their jobs, so ensuring they collaborate in projects that will develop their skills and will also add value to the company, is the winning formula.
11. Get to know the new hires better
Effective training for new staff requires personalization. One-on-one conversations about career goals, strengths, and preferred learning styles allow managers to tailor development plans. Simple assessments can provide additional insights. Aligning training with individual aspirations increases motivation and retention.
Understanding the person behind the role improves how to train new hires in a way that resonates. Companies need to view their employees as individuals not as tools to perform tasks, they have their own aspirations and dreams. If companies care about them and look for ways to develop their professional life, they will stay loyal.
12. Implement engaging training methods
Attention drives learning. Incorporating gamification, interactive quizzes, simulations, or virtual reality enhances engagement. Blending formats such as e-learning, workshops, and hands-on practice accommodates diverse learners. Participation metrics and completion rates can help track engagement levels.
Engaging methods are not about entertainment. They are about retention of knowledge and application on the job. Boring training processes only end up in poor performance due to disengagement, so make sure your employees feel motivated to continue learning even when the initial training is over.
Benefits of training new staff
Well-designed training programs accelerate proficiency. When new employees understand expectations and master tools quickly, errors decrease and team productivity rises.
Structured programs shorten time to key milestones, sometimes by dramatic margins. Faster ramp-up means earlier contribution to revenue-generating activities.
Retention also improves. With effective onboarding and training, employees are significantly more likely to stay beyond one and three years. Considering the high cost of replacing employees, even small reductions in turnover create substantial savings.
Beyond numbers, training new employees strengthens cultural alignment. It builds shared language, consistent processes, and common standards. This alignment fosters engagement and collaboration.
Ultimately, training new hires positions the organization for sustainable growth. A capable and confident workforce adapts more easily to change and drives long-term performance.
Best practices for training new employees
Define needs and set expectations
Effective new employee training begins with clarity. Conduct skills gap analyses before designing the program. Define performance indicators and communicate them upfront. Clear expectations answer a critical question for every new hire: what does success look like?
Allocates resources according to your needs
Training requires investment. Budgets should cover tools, platforms, and dedicated trainer time. Learning management systems support scalability, especially for hybrid or remote teams. Under-resourced training undermines even the best intentions.
Establish procedures beforehand (for remote employees too)
Standardized checklists and documented workflows ensure consistency. Remote employees require additional preparation, including secure system access and clear communication channels. Preparation reduces friction and reinforces professionalism.
Offer support through every step of the training process
Support structures such as mentors, dedicated communication channels, or help desks build confidence. Employees should know exactly where to turn with questions. Consistent support reduces frustration and accelerates learning.
Create inclusive resources for people with disabilities
Training materials must include captions, screen-reader compatibility, and flexible formats. Accessibility is both a legal requirement and a reflection of organizational values. Inclusive design ensures equal opportunity for success.
Check-in with your new employees every once in a while
Regular pulse meetings allow managers to monitor progress and address concerns early. These check-ins also provide opportunities for coaching and encouragement. Frequent touchpoints strengthen engagement and trust.
Set achievable goals for new employees
SMART goals, specific, measurable, achievable, relevant, and time-bound, create direction. Progressive goals build momentum and confidence. Clear milestones reduce ambiguity and support steady growth.
Provide regular feedback
Feedback is central to how to train new employees effectively. Timely, constructive input helps employees adjust behavior and refine skills. Organizations that embed feedback into training processes see measurable reductions in turnover.
Combine several training methods
Blended approaches, including shadowing, e-learning, mentoring, and roleplay, address different learning styles. Variety also increases engagement and retention of information. Combining methods reflects best practices for training new employees.
Continue training your employees
Training does not end after onboarding. Continuous learning keeps skills current and prepares employees for future roles. When employees see a long-term development path, they are more likely to stay and grow with the organization.
Going Beyond Normal Training
Companies that truly make the difference start by showing they care about their employees from the beginning. The first impressions matter more than people think so proving a smooth training and onboarding process is key for employees to have great experiences with you.
Retaining employees should be your top goal, and new hire training plays a vital role in it, starting with curated resources and tailored lessons that enhance people’s skills and prepare them for their role. Make sure you evaluate feedback from new hires to optimize the resources and keep them updated.
At Mentors CX we know the importance of employee training and especially new hire training, so we start with a smooth onboarding process for our new users. If you’re currently dealing with difficulties or just simply want to enhance your new hire training, you can go ahead and search for our available mentors and start collaborating with them to create a better training experience.
