How Retail Companies Improve Onboarding Strategies Using Social Learning

How Retail Companies Improve Onboarding Strategies Using Social Learning

 Making the onboarding process interesting and engaging is an essential part of recruitment. There are many disadvantages attached to an ineffective onboarding process with early resignation by employees being the worst one.

One of the industries that come across a major employee churn is the retail companies. They then find it difficult to replace the employees that leave and struggle with creating a welcoming atmosphere for new hires.

When these retail companies plan to invest in and adopt social learning solutions and techniques, it is then that tables are turned. Social learning helps to make the onboarding experience better for employees and ensure they are productive members over the long-term.

Still trying to figure out if social learning is your way to go? Check out these ways in which you can use social learning to build a better and more long-term workforce with an outstanding onboarding experience.

Foster Communication With An LMS

Digital transformation has taken over the corporate world. Many companies are now finding ways to introduce digitalization to their workplaces. However, it is true that this transformation can be cost-effective, but they still offer standardized learning sessions to employees. Such training programs can easily get boring and monotonous.

Thus, it is important for retail employers to focus on personalizing the onboarding process, even if the feeling of online learning is standardized.

The core of communication is social learning. With social learning techniques you can easily make a tiresome onboarding process fun and interesting.

This can be done by making use of various features that an LMS has to offer. Live chats are perhaps the best feature of this tool. You can make sure real-time conversations are taking place between managers and employees or between new hires and their teams.

Make New Hires Assess Themselves And Other New Joinees

Feedback is perhaps one of the most vital elements of learning. Without a proper remark, you wouldn’t know where exactly you stand in the path of your career.

When you give the freedom and chance to new hires to assess not only themselves but also their peers, you are giving them an opportunity to reflect on what do they know and what are their areas of improvement.

This is a part of social learning because it is mostly assumed that feedback should only be offered by leading names of the industry. But when they are working with each other, it helps them bond. It also allows them to take ownership of their actions in a real-world situation which helps in knowledge retention.

Introduce New Hires To Their Teams Before Joining

The first day of any and every new job is a little intimidating. The situation can start feeling a lot better when your new hires already know their managers and co-workers or at least their fellow hires.

They can start fostering their relationships even before they have been onboarded. You can introduce new hires to their teams in order to make them feel more comfortable on their first day in the organization.

It could either be connecting them over a call, arranging a video chat, making them join your private Facebook or Slack groups, take them on a virtual tour, or maybe just share a welcome video with them.

Create Friendly Competition

Healthy and friendly competition is never a bad idea. It helps your new hires to engage with each other and also connect to a certain level.

You can use features like leaderboards and points. Motivate your employees with a healthy social competition where you reward them for learning all the new processes or serving correctly or maybe to those who helped their colleagues succeed.

Such learning surely creates an atmosphere of support.


Onboarding process is one of the most crucial recruitment aspects. It is best to ensure your strategies of hiring new employees are up to the mark to save yourself some trouble of finding new employees.

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