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The top 5 tips to create a great employee onboarding experience

In one of our recent articles we talked about the challenges with onboarding. You don’t need to look far to find a myriad of articles on how to create a great employee onboarding experience. There are many reasons for the noise in this space; it’s a really important issue that many organisations struggle to tackle successfully.

There is no doubt that we all make good and bad hiring decisions and while bad hires do occur, in my experience it’s the lack of effective onboarding that can make the difference between how successful your new employee will be at their new job.

We often wonder, why has my new employee not settled in by now? Or, they aren’t excelling at the pace I would expect. Given those realities, here are my top 5 tips to welcome your new employee to the team – in style!

1. Shout it from the rooftop!

You’ve just hired someone who you think can make a real difference to the team and the organisation – so don’t stay quiet about it. Announce it to the world (or at least the team) that someone is about to join you. Give the team some insight to who the person is, what they’ll be doing, when they’re joining and how you can connect with them.

Don’t leave it all to your new employee to make friends at work – you need to start with a little nudge.

Throw a morning tea or get everyone together for lunch – it helps break the ice and allows for your new hire and the team to share more about themselves.

Get your team to help create the new employee's onboarding experience.

2. The employee onboarding experience should start well before "Day One"

Stay in regular contact with your new employee before they join. If you have any formalities (such as paperwork) you need them to complete; have it done before day one

Include your new employee in company or team communication to allow them to become familiar with what’s going in the workplace.

Send them a quick email or text the day before letting them know that you’re looking forward to see them tomorrow.

3. Meet the stakeholders

The best onboarding experience I had when starting a new job was when my new manager sent me the LinkedIn profiles of some of my new stakeholders. I was able to understand a little more about what they do/did and in two cases was able to build something in common with my stakeholder by knowing we studied at the same university and once worked for the same organisation (albeit at different times).

It is really important that you spend some time explaining the “informal network” – you know the one that’s not on the organisation chart. This includes the go-to people, the gatekeepers, the people who know what's happening before it happens. And, don't forget the supporters and potentially the rivals/adversaries who may not think highly of you and your team. Its all about setting up your new employee for success and ensuring they can navigate out of potentially sticky situations.

4. The small (but really big) stuff to know - when it comes to creating an employee onboarding experience

Don't underestimate the impact of not addressing the small stuff. Which number is needed to dial an outside line? How do you use the photocopier? Where are the restrooms? The coffee machine? When are lunch breaks taken? It's the little things that can be the most frustrating when we are new to a team and trying to be at our best.

5. Go on, have some fun

We believe in fun; so much so its one of our values. When new team members join you should let them know what you and they can do to make work fun. Talk about what events are organised or how they can share their ideas about how they can get involved in life outside of work. You never know what ideas they can bring to the table!

Tell us about when you you've hand a great onboarding experience.

We're all about solving employee onboarding challenges 

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eLearning and employee onboarding

Incorporating eLearning into your employee onboarding process can deliver some great outcomes for your business. While the most obvious are flexibility and cost savings, at we know first hand there are many more.  Let's explore other benefits and then we'll take a look at the potential risks and how you can alleviate these.


5 benefits of eLearning to both the learner and the employer


1. eLearning delivers an engaging learning experience

The key to delivering an engaging learning experience is to know your audience!  Many of us have experienced the boredom associated with an eLearning course.  When you know your audience, then you can select the interactive elements that will keep them captivated and engaged.  Elements such as images, audio, video, game-style features, story-telling and even humour.  Interactive elements make eLearning interesting and keeps the learner focused.  Choosing from simple drag and drop interactions to an interactive virtual class room environment are all possibilities.  Design elements stimulate interest and create a connection between the new employee and their employer.


2. Reduction in classroom time & pressures

eLearning eliminates the need to spend the entire training in the classroom.  It is often used in conjunction with classroom training.  New employees have access to the course at any time.   This helps to relieve the time pressures associated with classroom training as well as removing  the fear of asking questions and the anxiety of passing assessments.  I can remember the many times I've consoled new employees who were worried they weren't keeping up with the rest of the class.


3. Improved employee retention 

Incorporating eLearning programs into the employee onboarding process creates a great first impression!   Statistics show that employees who experience a good onboarding program generally stay longer in their role and have greater success in their role.  eLearning creates a more engaging and enjoyable experience for the new employee and employees are happier and staff retention increases as a result.  Instead of your employees having to read your 20 page induction manual, they receive a 15 minute engaging eLearning course.


4. eLearning promotes individualised learning

eLearning courses progress up to 50% faster than traditional classroom training.  Why is this?  It's because well designed courses take an individual approach to learning.  Learners are free to navigate through the course at a pace that is right for them.  There is the option to re-wind audio and video files.  They have the ability to click back and forth through the course, and navigate the system they way they like.  This allows the learner the freedom and control to learn in a way that appeals to them.  They can skip material they already know and spend more time on those topics they need help with.  As a result, they become much more engaged with the content.


5. Improved consistency

eLearning ensures the message is communicated in a consistent fashion and all learners are receiving the same training. eLearning eliminates the problems associated with different trainers teaching slightly different material on the same subject.  The trainer's personality, mood and subject matter experience all have an impact on the effectiveness of their training.  You have the confidence in knowing the message is being delivered consistently.


How to alleviate potential risks?

eLearning has many benefits for organisations to engage learners in new and innovative ways, but this isn't always a simple process!

Studies have cited risks such as:

  • Lack of motivation and engagement due to learner isolation
  • Inability to modify the learning content to a different learner skill levels
  • Lack of flexibility that comes with modular designed learning.

It is important to be aware of these risk and how to alleviate them.  A professional eLearning provider seeks to understand your learner's demographics, what motivates your audience and what your learning objectives are.  The outcome being a course that engages and delivers strong learning outcomes.

If you'd like to know more about digitalising your onboarding program and eLearning, visit Better still we'd love to show you with a demonstration and 90 day free trial.   Visit to book.