Your new employee training program is more than just a knowledge dump – it's a powerful way to include new hires into your company culture and get them engaged.
The above image shows Sarah in two possible situations on the first day of training.

On the left → Sarah’s overwhelmed with a pile of policy manuals and boring PowerPoint slides.

On the right → Sarah's getting hands-on training, learning the tools she’ll actually use every day, and feeling confident from day one.

See the difference? The way you train your new hires makes or breaks their experience!

In this blog, we'll explore all about new employee training and help you bring your new employee up to speed—after all, that's the ultimate goal, right?

Let’s take a look at what this blog will discuss:

Four Main Stages of an Employee's Journey

Before we dive into new employee training, let’s take a look at the four main stages of an employee's journey within your company. In this blog, we’ve chosen to focus specifically on the training phase.

Note: Consider the duration for each stage only if you are 10,000+ employee enterprise. In smaller organization, the duration could be much shorter.

Infographic on new employee journey
New Employee Journey in an Organization

This overview should clarify the difference between onboarding and training, as well as between new employee orientation and training.

Remember, new hires arrive with high expectations. Making a great impression from the beginning is IMPORTANT, as it can influence all subsequent stages of their journey.

A positive start sets the tone for their entire training experience!

What is New Employee Training?

New employee training is the phase that follows after orientation and onboarding. While those initial stages introduce your new hire to the company's big picture (its mission, values, and culture) – training new hires, zooms in on the specifics of their role.

So, how long should you continue training your employees? Honestly, forever—or at least for as long as they’re with your company. Continuous training helps your team stay up to date with new skills, tools, and industry trends.

The more they learn, the more valuable they become, and as they grow, so does the company. It’s a win-win situation.

For instance:

  • A budding business development associate might learn to navigate your company's CRM software as a part of their new employee training program.
  • A new software developer could get guided hands-on by a senior employee on team's unique coding practices and version control systems.
  • An incoming customer service rep might practice handling various customer scenarios through role-play exercises.

Think of it like handing them the keys to their professional toolkit.

Why is New Employee Training Important?

We can go on and on why new employee training is important. But, if we have to give quick pointers to the most obvious ways it can impact your teams, it would be:

  • Higher engagement – people stay motivated when they feel they’re growing.
  • Productivity – trained hires complete tasks faster and with fewer mistakes
  • Skills development – employees learn new tools or techniques.
  • Reduced turnover – new hires are less inclined to quit

And, naturally, all of this contributes to your organization's growth. But there are also some intangible benefits you might overlook:

  • Customer-centricity as a skill

Have you ever dealt with an employee who clearly wasn’t trained well? Frustrated customers often complain about these employees.

When employees know what they need to do, they not only work more confidently but also interact better with customers – which improves loyalty and satisfaction.

  • Creative Mindset To Stand Out From Your Competitors

A good training program inspires employees to stay curious and think outside the box. It should, ideally, encourage them to experiment, suggest ideas, and challenge the status quo.

That kind of creativity can lead to innovative products, smarter processes, and even new markets.

How Much Does It Cost To Train A New Employee?

Let’s talk real numbers.

As per the ATD’s 2022 report, the average company spent $1,280 per employee on training in 2021, up just 1% from $1,267 in 2020. If this trend has continued, the expected training cost per employee in 2025 would be around $1,332.

Now, imagine a company hires 1,000 new employees in a year—that’s a training cost of $1.33 million annually. If 20% of them leave within six months, that’s $266,000 lost in training investments alone, not even factoring in recruitment or lost productivity costs.

For more specialized or senior roles, this figure can be much higher. Factors influencing training costs include:

  • Training materials (manuals, software, or online platforms)
  • Trainer salaries or external consultants
  • Time spent by both trainers and employees
  • Lost productivity during training
  • Facilities or equipment required for hands-on learning

In sectors like technology or finance, where training is more technical and extended, costs can rise even further. Companies usually spend 10-20% of a new hire’s annual salary on training, and it can take anywhere from six months to a year for them to get fully up to speed. So it’s important to keep them around!

Types of New Employee Training Methods

There are many research-backed training methods, but if we had to narrow it down to four key categories for training new employees, they would be:

  • Mentorship programs

One of the most “human” approaches is to pair new hires with experienced colleagues. This mentor can provide guidance, support, and advice on various aspects of the job, from technical skills to career development and workplace challenges.

For example, when a new employee at Google—known as a Noogler—joins, they’re paired with a senior staff member or manager who helps them through a series of checklists. This includes tasks like “pair the Noogler with a peer buddy” and “schedule monthly onboarding check-ins for the first six months.”

  • E-learning modules

The second-most probable way to train your new employees is through online platforms (also known as eLearning modules). They have gained popularity in recent years due to their flexibility and accessibility.

These online training programs allow employees to learn at their own pace and convenience. Also, there are existing template courses that can be customized to meet the specific needs of the organization, ranging from technical skills to soft skills.

  • Workshops and Seminars

New employees can also take advantage of workshops and seminars during their first month or two. Such in person session involve intense learning over a few days with a collaborative environment. Much of their success hinges on the instructor in charge.

  • Curated External Learning Resources

When training new employees, it's important to recognize their internal need for continuous learning. Beyond formal training programs, providing access to high-quality external resources can enrich their understanding and keep them engaged.

Trainers can curate relevant podcast recordings, online summits, and webinars from reputable sources like Gartner, MIT, Deloitte and industry leaders—many of which are free.

Now, for the L&D professionals or training admins in the room...the Navigate L&D Summit, held annually, is a valuable resource. The 2024 edition explored the science and future of learning, offering insights that can help you design more effective training programs. Engaging with such topics makes sure your new hire training stays relevant and impactful.
  • Blended Training Programs

Blended training programs combine various training methods. For instance, when a new customer service rep joins a banking organization, a blended training program for product knowledge might include:

  • Microlearning: Short weekly articles on different loan products.
  • Video Training: Engaging videos explaining product details.
  • Role-Playing: Practice sessions in the third month for pitching loans to customers.
  • Hands-On Training: Practical experience with the computer system for loan inquiries.

Such programs make employees revisit key concepts and skills periodically. They are more likely to remember and apply what they’ve learned in their everyday work.

8 Steps To Create a New Employee Training Plan

Let’s quickly go over each step:

1/ Start by Figuring Out What They Need to Learn

Before jumping in, take time to understand what your new hires need to know. Talk to managers, review job duties, and figure out where current employees have faced challenges. Make sure the training is aligned with what the company is aiming to achieve, both now and in the future.

2/ Set Clear Goals for What They Should Learn

Think about what you want employees to be able to do by the end of their training, whether it’s mastering a tool or fully understanding the company’s policies. Create goals that are easy to track, like “become proficient in the CRM system within two weeks” or “complete product training by the end of the first month.”

3/ Pick the Best Way to Train Them

Nothing beats learning by doing. Practical, on-the-job training helps them get comfortable with the tasks they’ll be doing. Combine online modules with in-person sessions to cater to different learning preferences. Partnering new employees with a seasoned pro helps them get real-time guidance and build confidence.

[Also read: choose a suited framework]

4/ Create or Gather the Training Materials

Prepare easy-to-follow guides, videos, and interactive content tailored to your training method. Depending on your needs, consider using the following software tools:

  • For certifications and course completion: Use a Learning Management System (LMS).
  • For in-app guidance on applications in micro-learning resources: Opt for a Digital Adoption Platform (DAP).
  • For a central repository of SOPs with tracking capabilities: Choose a Knowledge Base.

Many of these platforms offer templates that can help you quickly create and organize training materials. Also, plan how you will collect feedback from employees after each session (via surveys, informal discussions, etc.) to identify any areas for improvement.

5/ Lay Out a Realistic Timeline

Once you have all your training material ready, organize it into a logical sequence, breaking them down into manageable modules or sessions. Determine the ideal duration for each session & how many sessions are needed. Consider the timing of the sessions to accommodate the availability of both trainers and new employees.

Send out invitations or notifications to new employees, providing them with a clear schedule & instructions on how to access the training materials and sessions. Include any pre-training assignments or tasks, such as reading documents or completing initial assessments.

6/ Roll-out and Be Ready to Adapt

Now, execute the training as per the schedule. Keep communication open. Ask new hires how things are going, and listen to where they might need more support. Use that feedback to tweak the training plan as needed. Encourage participation through discussions, questions, and activities that reinforce the material.

7/ Measure How Well It’s Working

Keep an eye on how well the training is evaluating if the employees can apply the knowledge gained from training to their roles. This could be through observation, follow-up tasks, or project work. Take what you learn from this round of training (such as software analytics) to improve future sessions, making each one better than the last.

8/ Offer Ongoing Support and Resources

Don’t stop once the initial training is done. Offer more learning opportunities over time, like refresher courses or workshops – because this is where development phase starts.

Make sure new employees know where to find help—whether that’s a mentor, a knowledge base, or job aids they can refer to whenever they need.

In the next section, we will discuss a few best practices you can apply to make training stick with new employees for longer periods of time.

5 Best Practices For Training New Employees

#1 - Choose a Suited Framework

The 70-20-10 model, developed by researchers in the 1980s, has been a popular approach to new employee training. It suggests that:

However, a 2022 study by Training Industry revealed a shift in how employees learn, showing an average OSF (On-the-job, Social, Formal) learning ratio of:

  • 55% on-the-job
  • 25% social learning
  • 20% formal training

This change reflects a move toward more flexible, tech-enabled training options, especially after the disruptions of COVID-19.

Key Insight: Dr. Tom Whelan from Training Industry highlights that the OSF ratio is a framework for understanding learning sources—not a strict guideline.

The ideal balance will vary based on organizational goals, learner needs and availablility of resources.

Adapting to these factors can help you create training programs that resonate with your new team members!

#2 - Always Contextualize Training

At third step when deciding how to deliver training, make it a practice to contextualize it. This means training your new hire while they perform real-world tasks in actual work environments. It's especially effective for jobs requiring hands-on skills. For example:

  • Sales roles: Practice communication strategies and negotiation techniques through role-playing customer scenarios.
  • IT professionals: Solve real problems, debug code, or work on live projects to gain practical experience.
  • Retail workers: Handle mock customer complaints or stock shelves to understand how their actions affect customer experience.

#3 - Focus More on Knowledge Retention

Many training sessions can be overwhelming, with new employees bombarded with difficult topics right from the start. This often results in them forgetting the information when they need it the most.

Here are some tips to improve knowledge retention in new employee training:

1/ Break Down Content: If a training session is too long, break it into shorter, more manageable parts. This makes it easier for employees to absorb the information.

2/ Simple Language: Use super easy-to-understand language. Avoid jargon and complicated terms to ensure that all employees can follow along without confusion.

3/ Ask Yourself: In final review of training content, ask "Will they remember this?" when planning your training sessions. If the answer is no, consider simplifying or restructuring the content.

4/ Frequent Nudges: If its too hard to remember, you can also provide frequent nudges that helps learners retain important details.

NOTE for training managers focusing on software training:

Gyde can be an excellent platform that integrates with your existing or new software applications to deliver process-related knowledge just-in-time to your new hires. It offers micro-content such as walkthroughs, short videos, and help articles. Plus, it guides new hires with contextual nudges to take the needed actions, right within the application.

#4 - Have a Multilingual Approach

When creating new employee training content, inclusivity should be a priority. During the needs assessment, identify the preferred languages of your employees.

Why Multilingual?

  • Better Understanding: Training in their native language helps employees grasp material in much better way.
  • Improved Retention: Content in a familiar language leads to better retention and application of knowledge.
  • Personalization: Multilingual content adds a personal touch, making employees feel valued.

When selecting tools like an LMS (Learning Management System) or a DAP (Digital Adoption Platform), opt for those with multilingual capabilities.

For instance, Gyde’s AI-powered DAP translates training content into the learner's preferred language. It supports all global languages, enhancing accessibility and understanding.

New hires can change step-by-step guidance to their preferred language right inside the app using Gyde.

#5 - Consider Training Evaluation Models

By considering these evaluation methods, you can measure and improve your new employee training programs.

1/ Kirkpatrick's Model

This model has four levels: Reaction, Learning, Behavior, Results. This focuses on measuring the effectiveness of training at multiple stages/phases.

Best Used When:

  • You want to measure immediate feedback and long-term impact.
  • You need a comprehensive assessment of training outcomes.

2/ The Phillips ROI Model

In the image below, we've added a fifth level to Kirkpatrick's: Return on Investment (ROI). This is what Phillips ROI Model is. It focuses on quantifying the financial return of training.

Best Used When:

  • You need to justify training expenses.
  • You want to demonstrate the economic value of training programs.

3/ Kaufman’s Five Levels

Expands on Kirkpatrick’s model by adding "societal outcomes." The levels are Reaction, Learning, Application, Organizational Results, Societal Benefits.

Best Used When:

  • You want to evaluate the broader impact of training beyond the organization.
  • You’re interested in how training benefits society.

4/ Anderson’s Model

Three stages in this model are evaluate the effectiveness, analyze the performance outcomes, and measure the value. It focuses on aligning training with business goals.

Best Used When:

  • You need to align training outcomes with strategic business objectives.
  • You want a simplified approach compared to Kirkpatrick's.

5/ Summative vs. Formative Evaluation

Summative evaluation happens after training to measure outcomes. While formative evaluation is ongoing during training to improve processes.

Best Used When:

  • You need to assess the overall effectiveness post-training.
  • You want to make continuous improvements during the training program.

New Employee Training Checklist

As we come to the end of this blog, we’d love to share a checklist template with you. Use it to get your new employee training started quickly and make sure you don’t miss a thing.

New Employee Training Checklist

Final Note

After all, great new employee training should align closely with your organization's overarching goals. For example, an insurance company aiming to increase profits through expanded premium offerings needs new employees who can quickly adapt and learn not just processes but also tools.

Their new employee training approach should be revolving around delivering the right information at the right time to drive the desired business outcomes.

While many training coordinators rely on frameworks like 70-20-10 and the OSF ratio to structure new employee learning, the real challenge often lies in implementing on-the-job training for complex software applications like CRMs or ERPs these new employees must be using.

This is where Gyde takes over as the most practical solution for software adoption.

  • Your new hires get real-time guidance while learning any software applications. With checklists, walkthroughs, and videos overlaid on their software, they can complete tasks step by step and just-in-time.
  • Plus, Gyde’s AI-powered content creation is incredibly intuitive—training admins can simply capture app workflow, and it automatically generates multiple training formats, from videos to contextual guides.
  • Leading enterprises like Verizon, Fidelity and Bajaj have already experienced the difference.

With Gyde, you can empower your new hires to master software applications faster!

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FAQs

1. What to avoid while training new employees?

Pointers

  • When training new hires, avoid the common trap of information overload on day one - nobody retains a fire hose of information!
  • Skip the lengthy PowerPoint presentations and dense policy manuals, and don't expect everyone to learn at the same pace or in the same way. Steer clear of sink-or-swim approaches.
  • Another major don't is treating training as a one-and-done event rather than an ongoing process. Aavoid having unclear expectations.
  • Oh, and perhaps the biggest mistake? Making new employees feel stupid for asking questions - this kills curiosity and creates a fear of making mistakes, which is exactly the opposite of what you want in a learning environment.

Remember, those early days set the tone for their entire journey with your company.


2. What are your top three tips to training new employees?

  • Interactive and Relevant Training: Avoid endless theory; get new hires involved in real-world problem solving. Let them try things hands-on. Use digital adoption platforms for hands-on, application-related training.
  • Break it Down: Start with basic skills and gradually build up. Provide small, achievable tasks for confidence and motivation. Think of it like teaching someone to cook: don't start with a five-course meal.
  • Assign a Mentor: Pair new hires with a buddy or mentor who isn't their direct supervisor. Ensure the mentor is approachable and has the time to help properly. Having a go-to person makes new hires feel less lost.

3. What is an onboarding training?

Onboarding training is the process of carefully structuring new hire experience that helps them feel welcomed, prepared, and excited about their role.

It typically spans their first 30-90 days, with different phases focusing on different aspects of their integration into the company. Think of it as laying the foundation for their entire career with your organization - get this right, and you've set them up for long-term success.

4. What is the main difference between onboarding and training?

Onboarding helps new employees understand the company’s culture, policies, and how their role fits into the bigger picture. Training focuses on developing the specific skills needed to perform their job effectively.

Think of onboarding as a new manager welcoming a hire, introducing them to the team, and explaining company values. Training is when they are taught how to use internal tools, follow workflows, or handle client interactions. Onboarding ensures they feel connected, while training makes them job-ready