Real talk: Most onboarding is bad. Really, really bad. And we get it since good onboarding takes a significant time investment that frankly, not all organizations have at their disposal. But what might seem like a luxury should be regarded as a necessity—that is, as long as it’s done well.
All posts by Eunjae Kim
As digital learning professionals, we’ll admit it: those who work in corporate training aren’t usually seen as the “cool kids in class.” As part of HR, learning and development can sometimes get an inherently negative reputation based on employee experiences with HR in the past.
There’s a reason they call them “soft skills”: flexible and sometimes ambiguous, it can be hard for management to get a hard grasp on what soft skills really mean and how to make sure employees have them. For example, what does it mean to be a “good communicator” or “good at building relationships”? When the learning content for these skills are broken down into three distinct tiers of essentials, the idea (and the learning) of soft skills becomes much more tangible. With the right approach, those skills that require a degree of flexibility, understanding, and a little extra practice can become less fluid and more of a sure thing.