Employee onboarding process for Learning Management Companies: a first project that shows sale, setup, training and handover
A new consultant or trainer learns most from watching one account travel from kick-off to go-live. Onboarding should put them on one, with a senior buddy and a clear list of what to see.
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Share your requirementsWhy employee onboarding process matters in learning management companies
New staff are often thrown onto a live implementation after a product demo. They know the screens but not the client's expectations, the usual problems or the way your team hands work to support. They make small mistakes in front of the client, and clients remember them.
A planned first project is better. Choose an account with a friendly client and a senior buddy. Let the new person sit in on kick-off, a setup session, a training day and the handover to support. After each, they write what they saw and ask questions. By the second month they run a small part of the next account.
How to set it up
1. Choose the first account carefully
A client with a clear scope, a friendly contact and a go-live that is not at risk. Tell the client that a new colleague is learning.
2. Give a short product and client orientation
Two or three days on the system, the common client types, the standard setup and the usual problems. Use real examples from past accounts.
3. Assign a senior buddy
A consultant or trainer who has taken at least five accounts through go-live, with time reserved in their calendar for this.
4. List the sessions to attend
Kick-off, setup, a training session, go-live day and handover to support. Tick each as they attend and write a short note.
5. Hand over a small piece in month two
The new person runs one training session or one setup stage with the buddy watching. Review it the same day.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Ask your newest consultant which session taught them most.
- See whether the buddy has a block of time set aside in the calendar.
- Check that clients for first accounts were told of the new colleague.
- Look at errors made by new staff in the first quarter and ask whether induction could have prevented them.
GullyHR can do this with you. Read how we approach employee onboarding process in general, or share your requirements and we will tell you where to start.
Questions owners ask
Most will, if told in advance and if the new person is supported by a senior one. Frame it as extra capacity for them, and keep the senior colleague present for any key session.
Plan around the first two months, with the first project as the spine. Shorter for experienced hires, longer for those new to the field. Check progress at thirty and sixty days.
Use a recorded past project and a practice setup, then place the person on a live account as an observer. Do not hand over a high-risk go-live to a person who has not seen one.