How to improve the impact of onboarding

Hear from Learning Strategist Shannon Tipton on how L&D should be thinking differently about onboarding, as well as the practical steps you can take to improve impact and drive maximum business value.

Mikaela Gladden, Content Writer

2021-07-12

Studies tell us over and over again that when organizations provide their employees with a warm welcome, they will stay longer.

Despite this correlation between onboarding and retention, many organizations continue to struggle when it comes to building successful onboarding programs which can have a detrimental impact on their company culture and bottom line.

Jake Via, Go1's Customer Success Manager, was recently joined by Learning Strategist Shannon Tipton to address some of the common challenges organizations are facing when it comes to onboarding. During their conversation they spoke about how L&D can start to think differently about onboarding, providing practical tips on how to improve impact and add maximum business value.

Check out some of our favourite highlights below.

What challenges do L&D face with onboarding?

Shannon believes it’s vital to provide employees not only with a breadth of learning content, but content that can be curated into personalized playlists that will lead team members to success in their roles.

What does success look like for onboarding?

How are you measuring onboarding success?

Without proper proactive preparation, the way we measure success can be subjective. And there’s more than one way of doing it.

Here, Shannon shares her advice for taking a two-pronged approach to measuring onboarding:

How can L&D think differently about onboarding?

What we've learnt so far is that when it comes to rethinking the onboarding experience, organizations should be proactive about putting themselves in the shoes of the new hire. They should be thinking about how they can integrate them into the community and how they can scale them quickly to do the job.

But it doesn't just stop there. How organizations continue to support employees after their initial start date is critical. Onboarding is about helping people be the best they can be, as soon as they can be - in an ongoing way. Shannon shares more on this below:

As Shannon says, “We want people to be smarter, better, faster. And we want to be able to do that in such a way that they can work within the culture of your organization and be engaged in your organization as soon as possible.”

Keen to hear more L&D insights from Shannon Tipton? Listen to the whole conversation here.

You might also like to check out our other conversations in this series: