Training-in is the functional core of onboarding. Onboarding covers the holistic start; training-in focuses on the concrete learning of daily tasks, tools, standards and interfaces. A good training-in is an investment that pays off for both sides within months.
Effective elements include explicit plans with milestone goals, buddy systems (an experienced colleague as point of contact), gradually growing task packages and regular reflection meetings – for example after seven, thirty and ninety days. In knowledge work, wikis, recorded sessions and 1:1s with key contacts add a lot.
For career changers a careful training-in matters particularly, because their prior knowledge does not come from the same profession but from adjacent experience. Anyone serious about a career change therefore asks specifically about training structures.
In the German public sector and in NGOs, training-in periods are often formally longer because many tasks require specific procedural or grant-management knowledge – an advantage for Lunigi users moving into these sectors.