Onboarding new employees is essential, but it can also be exhausting—especially for HR teams, 98% of whom report being burnt out.

So, how can you onboard effectively without overwhelming new hires or yourself? The key is to streamline the process and provide the right support at the right time. Here’s how to do it.

Prioritize what's most important

It’s tempting to think new hires need to learn everything in week one. They don’t. Instead of overloading them with information, focus on what matters most:

• Determine the top 3–5 key tasks your new hires need to succeed in their first weeks. This may vary by role.
• Turn these tasks into smaller, manageable goals that build confidence and competence. Make a list of these tasks ahead of time.
• Keep early training focused on what'll directly impact their day-to-day work, and they can learn the rest over time.

Space out training over time

New hires need time to absorb information and apply it. Rather than cramming all training into the first few days, be sure to: 

• Build a training plan that unfolds over several weeks, ensuring steady progress.
• Introduce basic tasks first, then layer in complexity as they gain confidence.
• Plan regular touchpoints to reinforce learning and provide extra support as needed.

Make onboarding more manageable

Long in-person sessions and back-to-back meetings drain the energy from new hires and HR teams. It’s a consequence of being human in the 21st century. Take your energy back with more efficient training practices:

• Break training content into small, focused segments of microlearning (e.g., 5-10 minute videos or short interactive quizzes).
• Wherever you’re sourcing from, make sure it’s easy for your team to monitor training completions and identify any gaps. Learning Management Systems (LMS) will have these features. Make sure they’re enabled!
• Partner with a content aggregator that provides personalized recommendations based on each employee’s role and skill needs.

Automate whenever you can

Onboarding doesn’t have to be such a hands-on process for every step. There are plenty of digital tools that can reduce manual work and streamline the process:

• Set up automatic nudges for deadlines, upcoming tasks, and manager check-ins.
• Use role-specific automated training playlists to deliver the right content to the right employees.
• Find the exact learning content you need, without spending hours sifting through options. Many L&D providers now have AI search features to speed up admin work.

Encourage peer support and expert guidance

New hires don’t need to rely solely on HR for support. Peer support not only lightens the load for HR teams, but also helps new hires build connections and feel more comfortable in their roles. HR managers should:

• Pair each new hire with an experienced colleague who can provide real-world guidance and answer quick questions.
• Work with a learning consultant to quickly identify the best content for learning goals. Check with your content provider(s)—they may offer learning services for customers.
• Research providers who have ready-made learning programs that you can roll out instantly.