Onboarding Secrets: 6 Tips for a More Engaging Experience
Discover the cornerstones of effective onboarding in this insightful exploration of industry practices. With contributions from seasoned experts, the article demystifies the art of engaging new hires through proven strategies. From a 30-60-90 Success Path Program to interactive portals, gain a competitive edge by unlocking 6 key tips for a transformative onboarding experience.
- 30-60-90 Success Path Program
- Structured Onboarding Program
- Buddy System
- Flexible and Lightweight Onboarding
- Gamified Onboarding Experience
- Interactive Onboarding Portal
30-60-90 Success Path Program
We’ve revolutionized our executive onboarding process through our “30-60-90 Success Path” program, which has transformed how new leaders integrate into their roles. In the first 30 days, we focus entirely on organizational understanding and relationship building. New executives attend carefully curated meet-and-greets with key stakeholders and participate in immersive department overviews. The second 30-day phase transitions into role-specific responsibilities, where leaders begin implementing their strategic initiatives while receiving consistent feedback.
By the 90-day mark, they’re fully engaged in driving their agenda forward, supported by regular check-ins with their leadership buddy and department heads. What makes this approach particularly effective is its clear progression and defined milestones. We’ve received overwhelmingly positive feedback, with new executives reporting they feel more confident and better equipped to make impactful decisions earlier in their tenure.
Julia Yurchak
Talent Sourcing, Acquisition & Management Specialist| Senior Recruitment Consultant, Keller Executive Search
Structured Onboarding Program
One of the most impactful strategies we’ve introduced is a structured onboarding program that emphasizes connection, clarity, and accessibility. Key elements include:
- Thoughtful Welcome Kits: New hires receive a customized kit that includes personalized notes, role-specific materials, and introductions to their team members.
- Peer Buddy Support: Each new hire is paired with an experienced team member who helps them navigate company culture and processes while offering guidance and encouragement.
- Interactive Sessions: Instead of relying on lengthy presentations, we host workshops and role-playing activities to make learning hands-on and engaging.
- Accessible Knowledge Base: We created a user-friendly repository of FAQs, process guides, and tutorials so that new hires can find the information they need at their own pace, without feeling dependent on immediate managerial help.
This approach balances personal connection with accessible resources, reducing the stress that often accompanies starting a new job. New hires are empowered to learn at their own pace while knowing they have the support of their peers and managers.
The changes have been well-received, with new hires consistently praising the onboarding process for its clarity and inclusivity:
- Many new employees have shared that the knowledge base has been a “lifesaver” during their first few weeks.
- Post-onboarding surveys revealed that over 90% of employees felt engaged and prepared to succeed in their roles.
- We’ve seen a 25% improvement in first-year retention rates, a direct reflection of the program’s effectiveness.
Onboarding is an opportunity to build trust and confidence. By combining personal connection with practical tools, we create an experience where employees feel valued from the very beginning.
Our goal has always been to create a welcoming environment that encourages both personal and professional growth.
Brayn Wills
HR Manager & Employee Engagement Expert, ProProfs Knowledge Base
Buddy System
One thing I’ve implemented to make onboarding more engaging and less overwhelming is creating a “buddy system” where each new hire is paired with an experienced team member. I learned the importance of this when I joined a company a few years ago—my first few days felt like I was drowning in information. It wasn’t just the workload, but the feeling of being lost without someone to guide me through the culture and processes.
So, when I was in a position to redesign our onboarding, I made sure to pair new hires with someone they could turn to for support during the first few weeks. This buddy isn’t just there for questions about the job—they’re a guide to company culture, team dynamics, and the “unwritten rules” that only experience can teach.
The reception has been overwhelmingly positive. New hires feel more connected from day one, and their productivity ramps up faster. One employee, Rachel, told me she felt “immediately at home” because she had someone to lean on who made the transition smoother. It’s been rewarding to see how this simple, personal touch can make such a big difference in easing new hires into their roles.
Takarudana Mapendembe
Founder, Best Calculators
Flexible and Lightweight Onboarding
One of our goals for onboarding is to make it as flexible and lightweight as possible. As soon as a new hire is ready to contribute, we want them to get to work instead of sitting through unnecessary trainings. Certain things need to be covered, of course. We want our new hires to know who to ask when they have questions, and we need to comply with all state mandates for training, but beyond that, we rely heavily on a la carte training modules, living documentation, and a strong mentorship program.
Nick Valentino
VP of Market Operations, Bellhop
Gamified Onboarding Experience
One approach I’ve implemented to make onboarding more engaging and less overwhelming for new hires is creating an interactive, gamified onboarding experience. Instead of the traditional approach of overwhelming new hires with a barrage of documents and presentations, we designed a structured onboarding journey that feels more like a personalized adventure.
The process includes milestones like completing short, interactive modules about company values, exploring key departments through a virtual “tour,” and solving mini-challenges related to their role. For example, a marketing hire might complete a fun task where they brainstorm a campaign idea and receive constructive feedback in a low-pressure setting.
Additionally, each new hire is paired with a “buddy” who serves as a guide throughout their first few weeks. This personal connection not only eases the transition but also fosters immediate inclusion in the company culture.
The feedback has been overwhelmingly positive. New hires have described the experience as welcoming, clear, and energizing. Many noted that the gamified elements helped them retain important information better, and the buddy system created a sense of belonging from day one. Retention during the onboarding period has improved significantly, and managers report that new team members ramp up to productivity faster. This approach has shown that an engaging onboarding experience isn’t just enjoyable; it’s a strategic investment in long-term success.
Peter Wootton
SEO Consultant, The SEO Consultant Agency
Interactive Onboarding Portal
One thing that significantly improved the process in my organization was the introduction of an interactive onboarding portal. This allowed new hires to engage with the material at their own pace while still receiving essential information in a digestible format.
Instead of the traditional, heavy-handed method of in-person or long-winded video training sessions, we developed an online portal with engaging multimedia content, short videos, interactive quizzes, and helpful infographics. The idea was to break down the information into manageable chunks and let employees absorb it when and how they felt comfortable.
We also integrated social elements, such as a virtual “meet and greet” with team members, and offered real-time chat support for any questions. This allowed new hires to feel connected without the feeling of information overload.
This approach not only reduced the stress of overwhelming new employees but also made the onboarding process much more efficient. Employee feedback showed a 25% increase in satisfaction with the onboarding experience, and we saw a 30% reduction in the time it took for new hires to reach full productivity. The interactive nature of the portal helped employees feel more prepared and comfortable in their new roles.
For companies looking to improve onboarding, consider leveraging technology that enhances engagement. Ensure it’s user-friendly and offers flexibility. When new hires feel supported from the start, it makes a big difference in how quickly they integrate and contribute to the team.
C.L. Mike Schmidt
Personal Injury Lawyer, Schmidt & Clark
Submit Your Answer
Would you like to submit an alternate answer to the question, “What’s one thing you’ve implemented to make onboarding more engaging and less overwhelming for new hires? How has it been received?”