Revamping Onboarding: L&D’s Role in Enhancing the Experience

Transforming Your Onboarding into an Inspiring Learning Journey

First impressions are crucial, especially in the workplace. For new employees, the onboarding process serves as that pivotal first contact—a defining moment that influences their engagement, productivity, and long-term loyalty. Unfortunately, even with thoughtful welcome kits, orientation sessions, and engaging training videos, many onboarding experiences fall short. The reason? An antiquated, cookie-cutter approach that views onboarding as a checklist rather than a strategic learning opportunity. If your onboarding program isn’t cultivating confident and connected employees within the first 30 to 60 days, it’s time for a reassessment and for Learning and Development (L&D) to take the lead in closing the gaps.

The High Price of Ineffective Onboarding

Let’s tackle the pressing issue: ineffective onboarding can be costly. Gallup reports that only 12% of employees believe their organization excels at onboarding. This isn’t simply a lost opportunity; it threatens your bottom line. Here’s how a failing onboarding experience could be impacting your company:

1. High Turnover:
   Up to 20% of employees leave within the first 45 days.
2. Decreased Productivity:
   Disengaged new hires often take twice as long to reach full productivity.
3. Low Engagement:
   Employees lacking support from the beginning are less likely to be motivated or loyal.
4. Cultural Misalignment:
   Inconsistent onboarding results in a fragmented understanding of company values and goals.

Pitfalls in Onboarding Programs

Let’s identify some of the common pitfalls that hinder onboarding effectiveness—and explore how L&D can address these challenges.

1. Viewing Onboarding as an HR Task Rather Than a Learning Experience

• The Issue:
  New hires face an avalanche of paperwork, policy documents, and compliance training from day one, leading to overwhelm and disengagement.
• The L&D Solution:
  Re-envision the onboarding process as a structured learning journey. Implement curated, role-specific learning paths that unfold over 30, 60, and 90 days, utilizing learning science to optimize retention and minimize information overload.

2. A One-Size-Fits-All Approach to Onboarding

• The Issue:
  Every new hire goes through the same orientation, regardless of their role, experience level, or work model.
• The L&D Solution:
  Tailor onboarding experiences by role, department, seniority, and individual learning preferences. A sales associate’s path should differ from that of a software developer—creating persona-based onboarding journeys that prioritize personalization.

3. An Information Overload Without Context

• The Issue:
  New hires receive a deluge of information—tools, terminologies, and organizational charts—without understanding how it connects or its importance.
• The L&D Solution:
  Employ contextual learning strategies. Transition from static documents to interactive onboarding modules that replicate real workflows. Leverage microlearning, storytelling, and manager-led walkthroughs to create a meaningful context.

4. Neglecting Cultural Onboarding

• The Issue:
  Onboarding focuses solely on the “what” and “how,” overlooking the “who” and “why.”
• The L&D Solution:
  Integrate culture-centric learning content from the start. Share videos from leadership, employee testimonials, and immersion modules. Encourage participation in team activities, virtual coffee breaks, and community events, allowing L&D to co-narrate this experience with HR.

5. Absence of Feedback and Iteration

• The Issue:
  Once the onboarding checklist is marked complete, feedback mechanisms disappear and learning stagnates.
• The L&D Solution:
  Establish continuous feedback channels. Use pulse surveys, reflective learning sessions, manager check-ins, and milestone assessments to adapt and improve the onboarding experience in real-time.

6. Concluding Onboarding Prematurely

• The Issue:
  Onboarding is limited to a brief initial period, leading to a lack of support post-orientation.
• The L&D Solution:
  Effective onboarding should be ongoing. Develop a phased experience that spans over 90 days, allowing new hires to gradually apply their knowledge and receive timely support as role responsibilities expand.

How L&D Can Revolutionize Onboarding for Retention and Engagement

The function of L&D is transforming. No longer just responsible for formal training, L&D is now a strategic ally in shaping employee pathways—starting with onboarding. Here’s how L&D can revitalise onboarding into a dynamic engagement engine.

1. Develop Role-Specific Learning Pathways

Collaborate with functional leaders to pinpoint essential knowledge, tools, and behaviors required for each role. Use this data to create structured learning experiences that guide new hires through:

1. Corporate overview.
2. Departmentally-specific tools and processes.
3. Skill-building focused on competency.
4. Case studies and success stories.

No-code (NC) or low-code/no-code (LC/NC) platforms can expedite the development and deployment of these customized pathways.

2. Implement a 30-60-90 Day Learning Structure

Instead of cramming all training at the start, break it down into phases:

1. Days 0–30:
   Orientation, cultural integration, foundational tools, and early achievements.
2. Days 31–60:
   Advanced skill development, collaborative exposure, and initial ownership.
3. Days 61–90:
   Coaching, feedback mechanisms, and goal alignment.

Integrate assessments and managerial feedback checkpoints at each milestone.

3. Utilize Blended Learning Techniques

Combine various learning methods to accommodate diverse preferences and settings:

1. Self-paced materials (videos, documents, quizzes)
2. Live interactions (online or in-person)
3. Peer mentorship programs
4. Collaborative learning (discussions, team projects)
5. On-the-spot microlearning (short tooltips, mobile updates)

Blended learning promotes engagement for both remote and in-office employees.

4. Gamify the Onboarding Journey

Gamification can make onboarding interactive and enjoyable—especially for younger generations. Consider:

1. Rewards for completing training modules.
2. Leaderboards to foster engagement.
3. Quizzes with immediate feedback.
4. Challenges that replicate real-world job scenarios.

L&D can easily construct gamified onboarding experiences using accessible tools or LMS integrations.

5. Empower Managers as Learning Facilitators

Managers play a vital role in the onboarding process. Equip them with:

1. Onboarding toolkits and dialogue templates.
2. Training on coaching strategies for new hires.
3. Templates for regular check-ins and feedback.
4. Access to dashboards showing new hire progress.

When managers actively participate in the learning journey, onboarding becomes more personalized and performance-driven.

6. Evaluate Key Metrics

Shift focus from mere completion rates and satisfaction scores. L&D should measure:

1. Time taken to achieve productivity.
2. Engagement metrics with training content.
3. Retention rates at 90 and 180 days.
4. Quality of feedback from both managers and new hires.
5. Application of skills in real-life situations.

Utilize these insights to continually enhance onboarding strategies.

Case Study: L&D-Driven Onboarding Program Implementation

Imagine a global SaaS firm onboarding 50 new sales representatives across various locations. Instead of relegating the process exclusively to HR, the L&D team takes initiative by:

1. Creating a role-focused onboarding app using a no-code platform.
2. Curating insights from top sales performers through video.
3. Implementing a sales simulator for practice scenarios.
4. Conducting biweekly live coaching sessions for the team.
5. Monitoring representative progress with a centralized dashboard.

The outcome? A 30% decrease in time-to-quota and improved retention rates after six months.

Final Thoughts: Onboarding as the Launchpad for a Learning Culture

Onboarding should not be a standalone initiative; it marks the beginning of a more extensive journey in employee development. When executed effectively—with strategic support from L&D—it paves the way for:

1. Accelerated performance.
2. Enhanced employee engagement.
3. Stronger cultural alignment.
4. Greater long-term retention.

In the fast-paced, hybrid work environment of today, fostering a learning culture is the ultimate differentiator. It’s time to empower L&D to create a learner-centric experience from the very start, rather than leaving it solely to HR.

Originally published on May 30, 2025