Designing an Unforgettable Ride Experience

Build the Best Onboarding for Your New Hire

On average, companies have 44 days to influence a hire’s long-term retention with an impactful new experience. This means you need a well-tuned riding strategy.

The best onboarding programs are built by Topic Experts. They are made up of teams that really understand how to mix content and tools—in this case, a Learning Management System (LMS)—to make the process as fluid as possible.

To do this, it is wise to invest time in finding an LMS workflow that makes the onboarding program easy to deliver. In this guide, we’ll share employee onboarding LMS features that will help you successfully onboard your new hires and how to build an onboarding LMS ecosystem that delivers your new hire training.

LMS Workflows for Successful Onboarding Experiences

Let’s face it, onboarding new employees is a time-consuming, resource-intensive task, but with the right workflow, it can be a lot easier.

Workflows can automate certain processes, such as assigning new employees to appropriate courses of study and monitoring their progress.

You can also customize your workflow to work for your business, and regardless of the setup, you’ll get a seamless and efficient experience.

Add New Hires to Your LMS

It is important that from day one your new hires have access to the learning they need to succeed. So, the first step in employee onboarding is figuring out how you’ll be adding your employees to your LMS.

You have a few options here. Bulk uploads allow you to add multiple employees via CSV to your LMS at once. Alternatively, you can add each student manually.

However, if you want to do it in the most efficient, automated way, you should integrate your LMS with your HR system.

Connecting these two systems removes the middle man—your team—and disconnects the work being done. It’s simple: when a new payment is added to your HR system, their data is sent to your LMS, and an account is created. No extra work is required of you, there is less chance of errors, and you have the peace of mind that your students have access to the training they need.

Customize the Entire Ride

The best learning solutions go beyond simply enrolling in one course; they include workflow engines, such as study tours. These engines allow you to deliver personalized, flexible, and automated experiences that match the attributes, resumes, and behaviors of your new hires.

For example, on their first day, all new hires can be enrolled in the same introductory course titled “Welcome to the Company.” A few days later, their learning journey can vary based on their specific roles—whether they are sales, support, or product development. Each role can follow a different learning path that suits its unique needs.

Once this workflow is established, the entire process becomes automated, streamlining the onboarding experience for everyone involved.

Stick to Timelines with Deadlines

Having a clear timeline for your onboarding process is a necessary step. You need to ensure that your employees learn what they need to know at a given time. For each course, you can choose the time when their course needs to be completed. Be it a week, a month, or whatever you want, set dates let you know that your new recruits are always meeting their onboarding goals and keeping up with their training schedule.

How to Measure the Impact of Your Onboarding Strategy

That’s right, create an onboarding program that guides how new hires join and experience your company. Good! But the work does not end there. To ensure that your onboarding experience meets the goals you’ve set for yourself and continues to evolve and improve over time, you’ll need to implement a robust system for measuring performance and gathering feedback.

Tracking Onboarding Metrics and KPIs

Data is your best friend when it comes to preparing your boarding plan. Your LMS should allow you to track key metrics and KPIs that align with your pre-defined goals, including these key areas:

Completion rates

The first step is to see if your new hires are completing their onboarding training. Track completion rates for all boarding courses and activities. If you see any low points, investigate what might be causing new hires to stall or slow their progress. Are the modules too long, too complex, or perhaps not comprehensive enough?

Feedback from new employees

Quantitative data will only ever tell part of the story. To truly understand the impact of your onboarding program, you need to hear directly from the people who matter most—your new employees. Use your LMS to collect feedback from various touchpoints throughout the onboarding process, such as:

• Check out boarding lessons
• Pulse surveys after milestones
• One-on-one interviews with new employers

It’s time to finish

Analyze how long it takes new hires to complete their onboarding training. Compare this data against your expectations. If the training takes too long, it may be too difficult; if it is too short, it may not be enough. Adjust the length and content of your training modules accordingly to get the right balance.

Effective learning

Measure whether new hires are learning what they need in the allotted time. This can be measured through tests, quizzes, or activities. Ensure that training is not only completed but also effective in imparting the required skills and knowledge.

Post-Ride Performance

Finally, track the performance of new hires after they complete their onboarding. Look at metrics like productivity time, employee engagement and satisfaction levels, and retention rates. Are new hires meeting performance expectations? Do they stay with the company for a long time? This data will help you understand the long-term impact of your onboarding program.

By closely monitoring these metrics, you’ll be able to identify areas of strength, identify opportunities for improvement, and make data-driven decisions about your onboarding strategy.