How can you improve your communication training program for new hires?

1 Assess communication needs

Before you design or update your communication training program, you need to assess the communication needs of your new hires. What are the communication goals, challenges, and expectations of their roles and departments? What are the communication norms, values, and policies of your organization? What are the communication gaps, strengths, and areas for improvement of your new hires? You can use various methods to assess communication needs, such as surveys, interviews, focus groups, observations, or feedback. Based on the results, you can tailor your communication training program to address the specific communication needs of your new hires.

2 Use a blended learning approach

Communication is a skill that requires both knowledge and practice. Therefore, you should use a blended learning approach that combines different types of learning activities and formats. For example, you can use e-learning modules, webinars, videos, podcasts, or articles to deliver communication theory, concepts, and best practices. You can also use simulations, role-plays, case studies, scenarios, or games to provide communication practice, feedback, and reflection. Additionally, you can use coaching, mentoring, peer support, or communities of practice to facilitate communication learning transfer, reinforcement, and application.

3 Incorporate communication models and frameworks

Communication models and frameworks can help your new hires understand and apply communication principles and techniques in various contexts. For example, you can use the 7 Cs of communication (clear, concise, concrete, correct, coherent, complete, and courteous) to guide your new hires on how to write effective emails, reports, or proposals. You can also use the RACI matrix (responsible, accountable, consulted, and informed) to help your new hires identify and communicate with the relevant stakeholders for each project or task. Moreover, you can use the SCARF model (status, certainty, autonomy, relatedness, and fairness) to help your new hires communicate in a way that supports the psychological needs and motivations of their colleagues and clients.

5 Evaluate communication outcomes and impact

To measure the effectiveness and impact of your communication training program, you need to evaluate the communication outcomes and impact of your new hires. You can use various methods and tools to evaluate communication outcomes and impact, such as tests, quizzes, assessments, portfolios, or performance reviews. You can also use metrics, indicators, or feedback to evaluate communication outcomes and impact, such as quality, accuracy, timeliness, clarity, relevance, or satisfaction. Based on the evaluation results, you can identify the communication achievements, challenges, and opportunities of your new hires. You can also use the evaluation results to improve your communication training program and provide continuous communication support and development for your new hires.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?