Onboarding Program

  • Synergistx Synergistx
  • Updated:
onboarding program

Onboarding Program Situation

A large recreation and leisure retailer with 150 locations wanted to create an onboarding program for their retail employees that would orientate them to all the retail departments within the organization.

Analysis

Synergistx met with the retailer’s key associates, partners, and learning and development team members to determine onboarding needs and goals. In order to design a program that created opportunities for personal growth and career advancement, Synergistx developed a roadmap to introduce new associates to each department utilizing learning methods that entailed blended learning techniques.

The program plan provided a new way of tracking employee onboarding and retail learning. An additional goal of the program entailed creating a tool that reflected the retailer’s business, provided ongoing reference for employees throughout their careers, and could be easily accessed by all team members.

Solution

Synergistx developed a pocket-sized manual that employees could easily carry with them at all times. The manual’s information was grouped into three general areas focusing on every department within the company. Specific sections covered onboarding, orientation, and critical activities. Each of the sections was split into four levels of learning activities for new employees. Team leads received an additional section dedicated to identified learning activities. Incorporated at the end is a checklist of key information for department managers to review with employees. Events, such as self-paced activities, partnered activities, and hands on training assisted employee learning. Coupled with the events, various forms of multimedia training such as videos and e-learning reinforced their retention.

In addition to providing employees with an outline of required learning activities, the manual provided a way for employees to indicate when they had completed a learning activity. This training solution equipped new employees with an easily accessible way to:

  • Detail questions for further discussion during the onboarding process
  • Discuss concepts with coaches/mentors
  • Interact with managers
  • Partner with other employees
  • Interact with customers during the learning process

The learning program was successful within all of the organization’s 150 locations. Associates completed the onboarding process and achieved the program’s goals. Because of the preparation, employees are now ready for success. They have the knowledge and tools they needed to excel in their positions, and, as a bonus, associates got to know their managers and peers during the process.

Do you still have questions about creating an onboarding program or improving one?