From Onboarding to Offboarding: Managing the Employee Lifecycle on LMS

According to a study conducted by the Society for Human Resource Management (SHRM), a significant number of employees (77%) who voluntarily left their jobs could have been retained if they had been provided with adequate career development opportunities. This lack of growth prospects was identified as a major factor influencing their decision to seek employment elsewhere. Additionally, McKinsey’s report on human capital in the workplace revealed that over 80% of workers who transitioned to new roles did so by switching employers, indicating that these individuals possessed the necessary skills to progress but were not afforded internal opportunities for advancement.

By emphasizing the importance of comprehensive onboarding, fostering a culture of continuous learning, and even integrating training into the offboarding process, organizations can enhance the employee experience, leading to improved retention rates and overall success.

Understanding the Employee Lifecycle

The employee lifecycle can be broken down into distinct stages, each presenting unique challenges and opportunities. It begins with the recruitment and onboarding process, where fresh faces step into the organization, brimming with enthusiasm and potential. This initial stage sets the tone for the entire journey, making onboarding training a critical component. Properly introducing new hires to the company culture, values, and job expectations lays the foundation for their success and assimilation.

As employees settle into their roles, the focus shifts to their ongoing development. This phase, often referred to as the growth and development stage, is where individuals hone their skills, acquire new knowledge, and pursue career advancement.

The next stage in the employee lifecycle is marked by milestones like promotions, transfers, and performance evaluations. This phase, known as talent management, requires organizations to identify high-potential employees, nurture their talents, and provide targeted training programs to accelerate their growth.

Finally, the employee lifecycle reaches its conclusion with the offboarding process. Whether due to retirement, career shifts, or other reasons, employees eventually bid farewell to the organization. While often overlooked, the offboarding stage presents a valuable opportunity to leverage training. Knowledge transfer programs, exit interviews, and feedback loops can help capture the departing employee’s expertise and ensure a smooth transition.

Can Training Improve Employee Retention?

Employees are more likely to stay with an organization that invests in their professional advancement. Training programs that offer opportunities for skill enhancement, career progression, and personal growth create a pathway for employees to continually expand their knowledge and capabilities. This not only satisfies their thirst for learning but also demonstrates that the organization is committed to its long-term success.

Moreover, training can be a powerful retention tool, especially when it is tailored to address skill gaps and career aspirations. Deloitte found that companies with strong learning cultures have engagement and retention rates that are 30-50% higher. Employees who perceive that their professional development is directly aligned with their desired career trajectory are more likely to remain loyal to the organization. Training programs that offer clear paths for advancement, provide opportunities for upskilling and align with the employee’s long-term goals instill a sense of purpose and commitment, reducing the likelihood of turnover. These objectives can be met when AI-enabled LMS software is implemented so that learners get personalized course recommendations based on their training needs.

Leveraging an LMS for Onboarding Training

An enterprise LMS serves as a centralized hub, providing a digital platform to deliver, manage, and track training content. With an LMS, organizations can streamline the entire process, saving time and resources, and ensuring consistency across all new hires.

Using an LMS for onboarding training enables organizations to track the progress and performance of new hires. Managers and HR personnel can access real-time LMS reporting and analytics, gaining insights into each individual’s learning journey. This empowers organizations to identify areas of improvement, tailor training materials to meet specific needs and address any knowledge gaps promptly. The ability to monitor and measure progress through an LMS ensures that onboarding training remains effective and aligns with organizational goals.

Enabling Ongoing Training Initiatives with an LMS

An LMS serves as a digital gateway to a world of learning opportunities, providing employees with access to a vast array of training resources at their fingertips. Whether it’s industry-specific courses, skill-building modules, or leadership development programs, an LMS empowers individuals to pursue their professional development goals, regardless of their location or schedule.

Employees can engage with training materials at their own pace and convenience, fitting learning into their busy schedules. This self-paced learning approach not only accommodates different learning styles but also allows individuals to take ownership of their growth and development, boosting motivation and engagement.

Collaboration is another crucial aspect facilitated by an LMS. These platforms often include features such as discussion forums, social learning spaces, and virtual classrooms, fostering a sense of community and enabling employees to learn from one another. Through collaborative learning (or social learning), individuals can share experiences, insights, and best practices, expanding their knowledge horizons and fostering a culture of knowledge-sharing within the organization.

Training as Part of the Offboarding Process

Offboarding training serves multiple purposes, one of which is knowledge transfer. Employees leaving the organization possess valuable insights, expertise, and institutional knowledge that should not be lost when they depart. By implementing knowledge transfer programs, organizations can capture and document this knowledge, ensuring it is preserved for future use. This could involve conducting exit interviews, creating knowledge repositories, or facilitating mentorship or shadowing opportunities for new employees to learn from their predecessors.

In addition to knowledge transfer, offboarding training can also focus on supporting employees in their career transitions. Providing resources and training on job search strategies, resume writing, interview skills, and networking can assist departing employees in their job search endeavors. Such training not only demonstrates the organization’s commitment to the individual’s future success but also reinforces the positive relationship between the departing employee and the organization.

Training can also be used during the offboarding process to gather feedback and insights from departing employees. Exit interviews or surveys can be conducted to gain valuable feedback on the employee’s experiences, the organization’s strengths and areas for improvement, and the reasons behind their decision to leave. This feedback can provide valuable insights for organizational growth and help identify areas where training and development initiatives can be enhanced to improve the employee experience.

By prioritizing training and development initiatives, organizations can create a supportive, engaging, and productive work environment that enhances employee satisfaction, retention, and overall organizational success. As the business landscape continues to evolve, investing in training is a strategic imperative that empowers employees to thrive and ensures that organizations remain competitive in a rapidly changing world. Ready to see how a digital LMS can help your organization reach its training goals? Schedule a demo today.