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Onboarding—learning experiences that accelerate time-to-competency and increase retention

Onboarding programs

Org-Level Onboarding: Build and strengthen affiliation with the organization

Department and Role-Specific Onboarding: Accelerate time-to-readiness in a new business unit or function 

First-Year Onboarding: Sequence experiences in a learning journey for incremental progress and personalization

Mentor or Cohort-Based Onboarding: Connect new team members with mentors or with peer groups 

Most onboarding programs are burdened by too much paperwork and too little engagement. Because successful onboarding is critical to reducing turnover, building loyalty, and decreasing time-to-competency, many are expanding the traditional new-hire orientation with a more comprehensive learner journey, built upon experiences that motivate learners, build team relationships, and increase on-the-job performance

With learning Advisory, Design, and Tech services, AllenComm has created onboarding experiences across several clients and key industries, including financehealthcaremanufacturing, and more. Our onboarding programs are as unique as our respective clients and focus on storytelling, cohort-building, goal-setting, and the learners successful transition to their new role, often supporting that success with a learner journey that includes more support and greater integration with the work of the learner’s new team and business unit. 

How AllenComm Can Help

  1. Analyze your current onboarding training program to identify and determine what is needed to speed time to competency, increase retention, and boost engagement.
  2. Consult with your team to identify gaps between learner behavior and expected results.
  3. Use human-centered design to engage your learners and hit your business goals.
  4. Find the right technology to align your onboarding training with your business strategy.
  5. Propose an onboarding solution that will tailor the experience to specific employee roles, company culture, and business goals.

Onboarding FAQ

  • What are the essential elements of a corporate onboarding program?

    Effective corporate onboarding goes beyond day-one paperwork. It’s a structured learning journey with a learner experience design (LXD) that equips new hires for success and scaffolds them until they are fully competent in their role. The learning journey should introduce them to company culture and values, fostering a sense of belonging. It should also clearly define job roles, performance expectations, and development goals. To keep new hires engaged, using a variety of training methods like eLearning, simulations, and social learning is key. Finally, providing ongoing reinforcement through mentorship, coaching, and resources ensures they have the tools they need to thrive in the long term. 

  • What are key metrics to track onboarding training success?

    Measuring employee onboarding effectiveness should extend beyond completion tracking. Key metrics include time-to-competency, which tracks how long it takes new hires to reach full productivity. Employee affiliation measures their sense of connection to the company and team. Be sure to look at engagement levels, such as participation in social or cohort learning activities. Finally, track retention rates to see if your employee onboarding program is fostering long-term commitment.

  • What are the best practices for onboarding employees remotely?

    Onboarding remote employees calls for a personalized learning journey that meets their needs. Best practices include leveraging technology for virtual introductions and team meetings. Utilize collaboration platforms for seamless communication and document sharing. Asynchronous learning options like eLearning modules ensure flexibility for geographically dispersed teams. Regular check-ins and fostering social learning opportunities help combat isolation and build connections.

  • How do you design engaging onboarding program activities for new hires?

    Keeping new hires engaged during onboarding is crucial. Here’s how: Variety is key! Craft a blend of interactive activities (simulations, quizzes) with microlearning modules and social learning opportunities like team projects. Gamification can also boost engagement. Tailor activities to role-specific needs to ensure relevance and keep them motivated.