Onboarding Skilled Nursing

Onboarding a New Employee? Top Tips to Make it Easier

Do you remember your first job? My certified nursing assistant program was two weeks with little focus on technology.

Now, think about the next employee you’ll onboard. Can you do it in two weeks without technology?

In any job, there is a need for onboarding of some kind. If you’ve been lucky enough to receive well-documented processes, experienced co-workers and generous amounts of time, then you know what a difference this can make to trainee and trainer.

Given the demand on skilled nursing facilities, it doesn’t always work that way. But what if it could?

Here are our top tips to onboarding new employees.

Try blended learning

If you already have an onboarding plan or are just getting started, consider how new staff consume this information.

If they will be using technology, look at what tools are readily-available while they use it. For example, eLearning modules or online videos. We provide interactive modules inside our software so that users can watch and/or listen to at their pace and skill level. They can repeat as often as needed.

Supplement eLearning modules with hands-on training. These can be self-paced or classroom led by an instructor or internal staff.

Buddy up

Look to a subject matter expert inside your organization or within your vendor to act as a mentor to your new hire(s). This could also include shadowing or side-by-side training.

We offer certification services to users of our software; one benefit being in-house “super user” experts for training users at their facility.

Connect your new hire with as many other staff as possible. Make sure introductions are made via a tour, internal meetings or other face-to-face gatherings. Helping them build this internal network will make it easier for them to ask questions of others and to fit in with the facility culture.

Check timing and progress

Many people spend the first week at a new job onboarding. How much do you think they remember from that first week for something they won’t do until months into the job?

If you do an initial training period, remember to still train at the time of need. Or, wait to train until the actual time of need. Once they learn something, they should be using it as soon as possible.

Set up a method for verifying that training is working. For example, check software adoption through user reports. Also, make sure the assigned mentor is checking in – every few days, then weekly and monthly – as the new employee gets comfortable. Assess and consider additional training as needed.

You aren’t on your own. Connect with your peers for best practices; rely on your technology vendors for integrated tools; leverage free online resources (I’m a fan of Training magazine). If you are aware of all the tools that can help you, onboarding can be easier for you and your new employees.

We’re continually collaborating with clients to understand how our software and resources can help. To learn more about MatrixCare, contact us today.

Kim Broyer

Kim Broyer is the Senior Director of Professional Services for the MatrixCare Skilled Nursing business unit. She has almost 20 years of experience in long-term care and holds a Bachelor's degree in Healthcare Administration from the University of Wisconsin - Eau Claire. She has been in various roles at MatrixCare since January 2003 including Training Consultant, Product Manager/Business Analyst and current role for 6 years leading up Project Management and Training services for our customers. Broyer's team helps to ensure new clients are implementing MatrixCare successfully and existing clients continue to adopt new product features through project management, eLearning, on-going training webinars and #Engage regional user groups.