The Benefits of Using the Development Zone During the Onboarding Process

Bringing new members onto your team can be a daunting task. The onboarding process can be time-consuming and can negatively impact the productivity of the existing team. New hires must be trained in specific skills, familiarised with company software, and potentially receive regulatory training, all while also being introduced to the organisation's values and culture. This can be even more challenging when the new employee is working remotely. Below is 6 ways the Development Zone can help support these onboarding goals.

Reduce onboarding time

The Development Zone allows your company to host information and files in one easy-to-access location, and can save you time by providing new hires with resources such as:

  • Welcoming video and culture overview
  • Summary of onboarding timeline and expectations
  • Guide to setup software accounts and other tools
  • Digital handbook of company policies and procedures
  • Interactive map of the company’s organisation chart

By making these resources available to hires before their first day, you can make your orientation sessions shorter and use the extra time to focus on your employee’s meeting with their new team.

Ease first-week nerves

Starting a new job can be overwhelming for new employees, as they may be inundated with a lot of information during their first week. This can lead to burnout or feelings of imposter syndrome. To ease the transition, you can recommend specific courses related to their role. If the new employee is new to the insurance industry, regulatory courses can help them feel more confident about the industry and its regulations. The Development Zone, designed specifically for the insurance sector, offers a variety of courses on topics such as Consumer Duty, SM&CR, the Insurance Distribution Directive (IDD), FCA regulations, and more. These courses are regularly updated to reflect changes in regulations.

Improve company culture

The onboarding period is crucial for new employees to familiarise themselves with the company’s culture and values. Establishing clear expectations for team collaboration and operations early on can shape how a new employee interacts with their colleagues. The Development Zone's business skills modules can assist in enhancing the new hire's communication and problem-solving abilities.

Onboard remote employees

As more companies are implementing a hybrid work style, the Development Zone presents an effective solution for onboarding remote workers. The Development Zone allows remote employees to receive training and acquire knowledge without the need for in-person or virtual training sessions. It also provides a platform for sharing updates and new procedures with all employees, regardless of their location.

Reduce onboarding costs

Onboarding new employees require various resources, including both time and financial investments. Often, existing team members are tasked with dedicating time out of their daily responsibilities to onboard and train new hires. This can negatively affect productivity and ultimately cost the company money. The Development Zone allows for more efficient use of resources by enabling new employees to learn at their own pace, without requiring a dedicated team member to oversee their training. This can help alleviate the impact on productivity and save time and money.

Track onboarding goals

For companies onboarding multiple employees simultaneously, monitoring their progress can be challenging. The Development Zone's reporting feature offers an easy way to keep track of completed courses and scores for all employees. This can have a significant impact on your company by helping to establish more effective learning and development goals.

If you are not already signed up for the Development Zone, click here to find out more and request a 14-day free trial.

About the author

Luke joined RWA from July 2022 - July 2023. He has 10 years of graphic design experience creating marketing material and 7 years of direct marketing experience, most recently working as a freelance social media marketing manager. Luke’s role at RWA involved overseeing RWA's social media channels and assisting with the creation of e-learning and blog content.

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