Scalable Onboarding Solutions for Lasting Success
The Challenge
Employee attrition is highest in the first 90 days. New hires often feel disconnected from the company's mission and values, receiving "task-based" training (how to use software) but not "culture-based" onboarding (how to belong). This leads to low engagement and early turnover.
Tools & Methods Used
Articulate RISE (Modern & Impactful "Day 1" Experience)
Google Gemini (AI Video Content Creation)
Blended Learning (Strategic Program Design)
Google Suite (Conceptual Presentations, Agendas & Guides)
My Standard Solution
Week 1 Onboarding Agenda
I like to provide an hourly agenda for the first week that is sent with the Welcome email, as well as adding all webinars to the new employee’s calendar prior to day 1. New hires are stressed enough, right?
E-Learning Course (RISE)
This RISE module is the first, most critical piece of a larger conceptual program:
Week 1 (Culture): This module anchors the new hire. It uses visual storytelling (images, quotes, and video) to communicate the company's mission, vision, and values in an engaging, mobile-first format.
Week 2-3 (Process): This would be supported by an employee onboarding checklist and a virtual, manager-led sessions.
Week 4 (Connection & Small Wins): This would involve a "buddy-system" check-in and completion of entry level Tasks.
New Hire Orientation Presentation
This presentation is the synchronous anchor of the blended program. While the RISE module provides the consistent, scalable content, this live webinar is designed for managers (or a Training Team) to build connection with new hires from Day 1.
30/60/90 Day Performance Roadmap
Onboarding is a 90-day journey, not a one-day course. Training doesn't stop on Friday of Week 1. A robust onboarding program must bridge the gap between “Orientation” and “Performance.”