How to Train New Hires in 10 Simple Steps

Discover effective strategies and helpful tips on how to train new hires. New hire training can be a walk in the park if you follow our expert advice.

‍

Starting a new job can be overwhelming. Without proper training, new hires may feel lost, unsure of expectations, and disconnected from their role.

It’s no surprise that, according to a survey by Indeed, 39% of employees who quit within their first six months said better onboarding and training could have made them stay.

Good training builds confidence, helps employees understand company policies, and gives them the tools to succeed. Without it, uncertainty and low morale can set in fast.

This guide will teach you how to train new hires more effectively with proven strategies. Let’s get started!

The Importance of Training New Employees

Skipping formal training is a common mistake—even for successful businesses. Some companies assume new hires will figure things out as they go, but that approach often leads to frustration, mistakes, and high turnover. While on-the-job learning has a role, a structured training program creates happier employees and improves retention.

Consider this: 20% of US workers quit within 45 days of being hired. In retail, that number jumps to 50%. Replacing employees isn’t cheap, either. For those earning $30,000 a year or less, turnover costs about 16% of their salary. For higher-level roles making over $75,000, that number rises to 20% or more.

Keeping great employees saves time, money, and effort. And strong onboarding makes a big difference. According to TinyPulse:

• 91% of employees stay for at least a year when onboarding is done right.
• 69% stay for three years with a well-structured program.

Now, imagine if 91% of your hires stayed for a year and 69% stuck around for three. However, that kind of success doesn’t happen alone—someone has to take charge of training new employees.

Who is Responsible for Training New Employees?

Proper training gives new hires the confidence, knowledge, and skills to succeed. It helps them understand company policies, daily tasks, and expectations, reducing uncertainty and boosting morale in those crucial first weeks. Without support, new employees can feel lost and disengaged.

Employee training programs introduce new hires to the company, their role, and the skills they need to perform well. A well-structured approach ensures they adapt quickly and contribute sooner.

Corporate trainers and L&D specialists often design and run these programs. They may include engaging training courses, hands-on training, onboarding sessions, compliance lessons, and more.

But it's important to distinguish between onboarding and new hire training—they serve different purposes. Speaking of these two, let’s discuss the different types of training for employees.

Pro tip: Learn the differences between coaching, training, and mentoring to choose the right people for your training team.

Types of New Hire Training

Effective training improves job performance, reduces errors, boosts morale, and increases retention. Training also helps companies stay compliant with industry regulations and maintain high-quality standards.

New hire training can take many forms, from hands-on coaching to online courses. Each program serves a different purpose, ensuring employees gain both foundational knowledge and job-specific skills.

Here’s a breakdown of the different types of employee training programs:

Onboarding Training

Onboarding is the first step in integrating a new hire into the company. It includes orientation, introductions to team members, and learning company policies, values, and goals. This training helps employees feel welcomed and engaged while preparing them to contribute effectively.

Role-Specific Training

Employees need job-specific training to perform their tasks efficiently. This includes instructions on tools, software, processes, and best practices relevant to their role. Well-structured, role-specific training helps new hires become productive faster.

Compliance Training

Compliance training ensures that employees understand their legal and ethical responsibilities. It covers industry regulations, workplace safety, data security, and company policies. Many industries require employees to complete compliance training regularly to meet legal standards.

Technical Skills Training

Technical training teaches employees how to use specific tools, software, or machinery necessary for their role. It may include coding, data analysis, AI management, or operating industry-specific equipment.

Pro tip: You can simplify the process using software for technical skill training.

Leadership and Management Training

Employees in leadership roles—or those preparing for future promotions—need specialized training in team management, decision-making, and conflict resolution.

Management training focuses on the skills needed for supervisory roles, while leadership training helps employees develop communication, delegation, and strategic thinking abilities.

Product and Software Training

Companies that sell complex products or software need employees who understand them inside and out. Product knowledge training helps customer service, sales, and technical support teams provide accurate information and resolve customer issues effectively.

Sales Enablement Training

Sales teams require ongoing training to refine their selling strategies, understand customer needs, and stay updated on market trends. Sales enablement training using tools for sales training covers lead generation, account management, and objection handling, often incorporating real-world simulations.

Customer Training

In some cases, companies provide training directly to customers to help them use their products or services more effectively. Customer training can increase sales, improve user experience, reduce frustration, and enhance brand loyalty.

Skill-Based Training

Skill-based training helps employees develop key skills for their jobs. It includes problem-solving, critical thinking, time management, and hands-on practice with tools. Unlike general training, it focuses on specific skills needed for success.

How to Train New Hires: Proven Strategies and Helpful Tips

Training new hires effectively is vital for any business, especially startups or companies with a growing team. A structured new hire training plan boosts engagement, retention, and productivity.

While some businesses rely on a trial-and-error method, having a solid plan in place is far more beneficial. Here's a better way to approach training new hires from the start.

1. Onboard Early and Smoothly

Onboarding begins before Day 1. Instead of letting new hires feel lost on their first day, get ahead by sending them key information beforehand.

Send a professional and concise email with details like start time, parking instructions, dress code, and any scheduled meals or meetings. This helps them feel more comfortable and reduces first-day anxiety.

The Aberdeen Group says that 83% of top-performing organizations start onboarding before new hires even show up.

2. Assess the Training Needs

Before diving into the specifics, identify what your company needs and the skills employees must develop to meet those goals. Start by:

• Setting clear business objectives.
• Identifying key tasks and knowledge required.
• Choosing the best training activities.
• Understanding how each employee learns best by creating learner personas.

3. Develop the Training Materials

Create employee training materials that cater to your employees' needs and align with your business goals. When developing these materials, keep these points in mind:

• Focus on the employees' learning needs.
• Explore the adult learning theory and use adult learning principles.
• Incorporate hands-on activities.
• Ensure employees have control over their learning.
• Break down content into smaller, manageable parts.
• Use a variety of formats (e.g., video, interactive lessons).

4. Implement the Training with the Right Tools

Once you have your materials in order, it’s time to deliver the training. A learning management system (LMS) is a great tool for this. It allows you to assign, track, and report on employee progress.

However, choosing the wrong one can strain your training budget. Explore AI-powered LMSs, like Coursebox AI, that don’t cost a fortune but automate most of the process. In-person or hands-on training should also be part of the plan to ensure employees gain practical skills.

5. Set Success Metrics and Track Progress

Effective training programs need measurable success indicators. Set clear milestones and determine when a worker is considered proficient in a task. Regular feedback is vital for continuous improvement, so consider the following:

• Gathering feedback from both employees and managers using eLearning feedback surveys.
• Tracking milestones and course completion rates.
• Assessing performance improvements outside the training environment.

6. Choose the Right Training Methods

Select a mix of training methods based on your team’s needs:

• Instructor-led training (ILT): Virtual instructor-led training is best for hands-on skills, group discussions, and role-playing.
• eLearning: Allows employees to learn at their own pace from anywhere.
• On-the-job training (OJT): Practical and immediate training in real-world contexts.
• Blended learning: Combines in-person and online learning to cater to different preferences. Explore various blended learning strategies for the best results.

The best approach often involves a blend of methods to reinforce learning and accommodate various learning styles.

7. Continuously Update the Program

Once the training program is running, gather feedback and data to make improvements. Focus on:

• Auditing: Regularly check for outdated information.
• Filling gaps: Over time, new training needs will arise, so expand the content accordingly.
• Upgrading the LMS: As your company grows, you may need a more robust system to manage training across departments.

Train New Hires Successfully with Our Expert Advice

Keep the following tips in mind when training your new employees:

Create Clear SOPs and Refresh Them Regularly

Before a new hire begins, ensure up-to-date standard operating procedures (SOPs) exist. These documents help new employees understand their role responsibilities, especially if someone is out or leaves, ensuring the transition is easy and the job expectations stay clear.

Additionally, keep your SOPs updated to reflect changes in the role or company processes. Well-maintained documents make training more consistent, giving new hires a solid reference as they settle into their job.

Tailor Training to the Employee

Every employee learns differently. Some prefer step-by-step guides, while others learn better by doing. Ask them how they learn best, then adjust training methods to suit their needs using AI tools for personalized learning.

Set Clear Expectations From Day One

Ensure new employees know what’s expected of them from the start. Use a 30-60-90 day plan to provide clear objectives and guidance, easing them into the company culture and role requirements.

Organize Onboarding Information in a Trello Board

Trello can help track onboarding progress. Include sections for the first day, week, and month, and ensure the information is always accessible. This way, new hires can revisit details if they need to.

Incorporate Shadowing and Observations

Let new employees shadow experienced team members. Allow them to observe meetings and everyday interactions to gain a better sense of the company’s culture and team dynamics.

Adopt a Blended Coaching Approach

Mix digital training modules with collaborative sessions where new employees share experiences. This helps foster team bonding and boosts confidence, offering meaningful ways to learn on the job.

Get Feedback From Current Employees

Consult people already in the role to gather valuable insights on what works and what doesn’t in the training process. They’ll know firsthand what new employees need and what gaps might exist in your approach.

Practice Empathy

Empathy is one of the qualities of a good trainer, so practice it. Think back to your early career when you were new, remind yourself of the challenges you faced, and use that empathy to guide your training approach. Understand that every employee learns at their own pace and may need extra support. 

Final Tips on New Hire Training

Training new hires can take a few weeks or even months, depending on the job. Some roles, like busboy, get trained fast, while others need more time to adjust to the company culture.

• Start with clear training needs: Once the paperwork’s done, figure out what the job needs. Focus on the tasks and skills that the new hire needs to learn.
• Build a customized new hire training checklist: Set clear goals for the training. Break down the tasks and knowledge the new hire needs and create activities to match. Make sure the plan fits their learning style for better results.
• Avoid common mistakes: Don’t overload new hires with too much info at once. Tailor the training to fit their needs and learning style, and listen to their feedback throughout the process.
• Set realistic training timelines: Training time depends on how complex the job is and the experience of the new hire. Use a step-by-step approach and check in regularly to make adjustments as needed.
• Onboard remote employees effectively: While remote work makes training and development more challenging, you can still train online workers successfully. Use digital communication tools, make sure they have access to all the important documents, and set up virtual meetings when you can.

Lastly, we recommend using Coursebox AI to streamline the training of new hires with the help of AI. Book a demo today and save yourself time and money.