Employee training programs are critical to the success of any new hire, and while it can be time-consuming, there are a host of good reasons to devote significant resources to this process.

The most important goal of a training program is to ensure employee retention. Employees who are left to their own devices become quickly disillusioned because they often do not understand what they are doing, why they are doing it and if they are doing it correctly.

Training provides clarity for the employee and acts to build confidence quickly, increasing productivity out of the gate.

Like a three-act play, a great training program is rolled out in three segments: the initial welcome aboard orientation, the long-game strengthening exercises, and the team-building program aimed at growth.

In this blog, we are going to focus on the initial training, which should include four fundamental aspects: Orientation, onboarding, technology and compliance.

Orientation

Orientation is generally a short-term process that includes introducing the employee to the other members of the staff, reviewing the vision and mission of the company, taking them on a tour of the facility, giving them time to fill out the necessary paperwork for payroll and benefits, ensuring they are up and running with basic work tools –  such as laptop, cellphone, office supplies – and providing them an overview of important company rules and policies.

Onboarding

Onboarding and orientation are often used interchangeably, but onboarding is a much longer process. The most important aspect of onboarding is explaining the nature of the job itself. This is the process by which the manager communicates all aspects of the position to the new hire and shares the company’s expectations. It can also include meetings with the team where the new employee gets a deeper dive into not only what the team is working on but how their position fits into the bigger picture.

During the onboarding process, the new hire should also be grounded in all aspects of the company culture, including discussing company values, communication, mutual respect, collaboration, well-being, development opportunities, and work style.

And finally, a long-term onboarding plan should include a 30-, 60- and 90-day evaluation to check in with the new hire to ensure the transition is going smoothly and to identify any need for additional training or assistance.

Technology

Many new hires will take to your technology platform like a duck to water, but there are plenty of employees who will come into the job with technophobia (fear of technology) and need a little more handholding. Err on the side of caution and create a series of mini courses for each piece of technology the new employee will encounter and check back regularly to ensure they are navigating the platforms effectively.

Compliance

Compliance training is absolutely mandatory in an industry like title insurance that is highly regulated at the state and federal level. Your title agency should already have a robust compliance training program in place that will serve you well when educating a new employee on the rules and regulations that must be followed.

Next up we will take a look at the long game when it comes to training and explore a variety of areas where additional training for your entire staff can improve sales, productivity and customer retention.

At Florida Agency Network, we maintain the highest standards in providing title, escrow and closing services throughout Florida, and in addition, we are dedicated to providing support to our member companies. Contact us today to learn more.