You want to see them grow and thrive within your organization. By expanding the purpose of onboarding to focus on experience and performance, you can create a more effective and engaging learning journey for your new hires. By doing more and training less, creating a scaffolded learner journey, and integrating cutting-edge technology, you can transform your onboarding program and set your learners up for success.
Take the time to review your current onboarding process and consider how you can incorporate these ideas to create a more impactful learning experience. By aligning employee experience with learner experience, providing a scaffolded journey for your learners, and leveraging technology to enhance the learning experience, you can create a more engaging and effective onboarding program that will benefit both your learners and your organization in the long run.
Remember, the goal of onboarding is not just to get new hires up to speed on culture and processes, but to prepare them for success in their roles and help your organization stay competitive in a rapidly changing business environment. By focusing on experience-first design, you can create a more engaging and effective onboarding program that will set your team members up for success from day one.
How does our program consider our learners’ needs in addition to our organizational needs?
How does it prioritize the EX and align it with the LX?
Does it effectively prepare new hires to take on their new roles and responsibilities confidently? If not, which roles or responsibilities can we better target to improve outcomes later?
Does it prioritize experience over learning? For example, are practice opportunities meaningful and contextualized in realistic application? Can learners see how being able to understand and apply these concepts provides value to their jobs and skills? If not, how can we incorporate better experience-first design to accelerate learner readiness?
Do we leverage technology to the fullest potential? If not, where can we better use the tools we have now—or invest in new ones—to better support learner performance?
Note any ideas you have for how you can use experience-first design to connect learners with your organization—your brand, your values, your expectations—and then take it a step further to help them develop the practical skills needed to perform well in their new roles, which also improves your organization’s resilience and readiness in navigating future challenges.