You’re building a team from scratch. What are the best onboarding tools to ensure success?

Its said that, It takes just one-tenth of a second for people to judge someone and make a first impression. Best ways to enhance Pre-Onboarding experience to any Candidate is by hand holding them, engaging them. - Virtual Engagement sessions (red carpet events) addressed by experiencend & sensitive Leaders across functions to walk through on relevant topics both in Technical & HR includes culture, employee benefits, growth path & etc. What matters is the person we choose to address the new joiner batch. Someone Sensitive, matured, understanding & knowledgeable to address the group. - Presentable videos of your company's achievements or critical project launches, success stories during these sessions will assure them with confidence.

Building a dream team starts with an engaging pre-boarding phase using email templates and video tours. Then, utilize onboarding software like Charlie for streamlined paperwork, eduMe for interactive training, and Quinyx for scheduling 1:1s and team introductions. Don't forget tools like Juno for well-being surveys and Matter for feedback - fostering a connected and supported team from day one. Remember, the best tools are only as good as your culture, so personalize the experience and prioritize human connection!

A arrival of a new collaborator to the company can generate anxiety in the face of the unknown. A pre-onboarding guide is crucial to make this moment welcoming, starting with a warm welcome message to provide the new collaborator with the feeling of being valued from the beginning. Practical details, such as arrival instructions and parking information, are included to facilitate arrival and build trust. Customizing the guide with suggestions for nearby places, such as restaurants and cafes, demonstrates attention to detail and eases adaptation. Allocating a section to present the company's culture, values, and purpose promotes a quick understanding.

The process of creating a successful team from start requires choosing onboarding technologies that facilitate integration and promote teamwork. A thorough learning management system (LMS) for instruction, task organization software like Asana or Trello, communication platforms like Slack, document sharing and collaboration tools like Google Workspace, and HR platforms like BambooHR for handling benefits and personal information are all important tools. When used in tandem, these resources streamline the onboarding process and foster a strong sense of teamwork.

Utilize comprehensive onboarding software that streamlines the entire process, from paperwork and documentation to task assignment and progress tracking. Tools like BambooHR or WorkBright can help automate onboarding workflows.

What is really critical for a pilot batch is for them to understand on what are we solving for. Transparency and making them a part of all major stakeholder meetings is very important. Trust is essential, and when the team grows, this pilot batch becomes future leaders for the team and process.

Orientation tools are very important when you hire new team member as it will help him to understand and align with the company culture, policies and procedures and also will quickly transfer the vision, mission and goals of the organization.

In my experience, during team orientation, we organized interactive virtual sessions where new hires met key team members and learned about our company culture and values. We provided comprehensive onboarding guides detailing our organization's structure and processes. Additionally, each new hire was paired with a mentor who offered guidance and support throughout their initial days. This approach facilitated a smooth transition for new team members, ensuring they felt welcomed and equipped to succeed in their roles.

Orientation is important critical part of the experience for any newbie. Few pointers that can help ease the journey is: - Birds eye view what the company & team/org does, what problem they are solving - Delve deeper into the team's objectives, tools, dashboards, products involved, code base used and how does the client uses it on daily basis. - Delve one level down by tearing apart the product with more minute details , probably with someone experienced in the team and have sessions to clarify the questions. - Do reverse training to check if there are any gaps and correct them in the process. Doing all the above steps one by one will definitely help in connecting with the team, product and long term company vision.

While self-paced learning has its merits, I believe that in-person orientation holds significant importance. It's during this time that we extend a warm welcome to new team members and immerse them in our company culture. For global organizations, the most effective approach may involve providing plane tickets for new hires to travel to our headquarters. Here, they can meet their colleagues, experience our company culture firsthand, and truly absorb the atmosphere. Our approach includes a structured curriculum comprising a mix of learning materials, videos, as well as hands-on exercises. These exercises encompass team-building activities and deep dives into our products and services, ensuring a comprehensive onboarding experience.

Establish mentorship programs to pair new hires with experienced team members. This fosters a supportive environment, accelerates the onboarding process, and helps new team members integrate more smoothly.

In my experience, incorporating various training tools is essential for effectively onboard new team members. We utilized interactive e-learning modules, hands-on workshops, and shadowing opportunities to provide comprehensive training. Additionally, we leveraged online resources such as video tutorials and knowledge bases to support continuous learning. Pairing these tools with regular feedback sessions and check-ins ensured new hires received the guidance and support needed to excel in their roles. This approach enabled us to facilitate a dynamic and engaging training experience, empowering team members to contribute effectively from day one.

One quote that I always keep in mind while training anyone goes like this.. “Tell me and I forget, teach me and I may remember, involve me and I learn.” – Benjamin Franklin Training is the most crucial phase for anyone. - Spending quality time is the key - Step by step process walk through (baby steps) - Self guide materials for reference - Online modules step by step with quiz to test the learning are few best ways.

A maioria de nós já passou por essa experiência, receber uma quantidade muito grande de informação em poucos dias, é extremamente difícil guardar tudo, por isso, criar uma jornada digital, com diversos pontos de contato, inclusive um guia rápido para consulta, é muito importante. Utilizar ferramentas de autoria e/ou consultoria para transformar os principais conteúdos em jornadas escaláveis fará toda diferença nos resultados.

It's crucial to integrate diverse training tools to cater to various learning styles. Consider incorporating interactive simulations, virtual reality experiences, and gamified elements to enhance engagement and retention during the training process.

“We all need people who will give us feedback. That’s how we improve.” – Bill Gates It's important to seek feedback real-time to get the accurate results. - Tools like Surveymonkey, Typeform, Google forms & Qualtrics have been at their best. - Email feedbacks, feedbacks on social media are effective as well.

Empower your workforce with engaging training tools. Microlearning platforms like Teachable deliver bite-sized knowledge bursts, while gamified learning with Kahoot! adds a fun twist. Foster peer-to-peer learning with Work Circles, where self-organized groups share expertise. Leverage AI-powered platforms like MentorCloud for personalized mentorship. Take training to the next level with VR immersion through STRIVR. These tools go beyond traditional methods, fostering engagement and empowering your workforce to continuously learn, collaborate, and excel. Invest in innovation, unlock potential!

In my experience, feedback tools are instrumental in fostering a culture of continuous improvement within teams. We implemented regular feedback surveys using anonymous online platforms to gather insights from team members on various aspects of our work processes and collaboration. Additionally, we utilized one-on-one feedback sessions and peer reviews to provide personalized feedback and support professional growth. By leveraging these tools effectively, we created a transparent feedback loop that encouraged open communication, empowered team members to voice their opinions, and drove positive change across the organization.

Implement tools that align onboarding with ongoing performance management. This includes setting clear expectations, defining goals, and providing regular feedback to ensure continuous improvement.

Some Feedback methods 1. Surveys and Questionnaires:Implement surveys to gather feedback from new hires about their onboarding experience, covering aspects like clarity of information, ease of the process, and initial impressions. 2. One-on-One Check-ins:Schedule regular check-ins with new employees to discuss their onboarding experience, address any concerns and ensure open communication. 3. Peer Mentoring Programs: Encourage new hires to connect with experienced colleagues for feedback, fostering a mentorship culture that aids in understanding their onboarding journey. 4. Onboarding Workshops: Conduct workshops or focus groups to gather qualitative insights, allowing new employees to share their experiences and suggest improvements.

When completing experiential design, in addition to engaging employees, remember that managers play a crucial role in creating the experience for onboarding. There’s the utopia of what should be done and then there’s what is actually practical and feasible for your organisation. Ask managers what they’re willing and committed to doing during onboarding. Understanding the gap between employees’ expectation and managers’ practical ability will help you design a solution that covers the desired experience on both sides.

Fancy, mind-blowing Onboarding tools stuffed with AI and cool technology are great, but the one thing that really matters is the experience itself. When approaching an Onboarding tools´ implementation project, let the target "EXPERIENCE" drive the process. People may forget the tool, but their onboarding experience will leave a long-lasting memory which will condition their future Engagement indicators down the road.

Please do not forget to add the response tools for rejected/un-selected candidates and an exit tool to capture the feedback. - How we deal with unselected candidates can be a significant way to show how we treat people at our organisation. If there is no way you take that feedback, then there won’t be any way you can create a great place to work. In the long run, the unselected folks can be a huge pool of potential candidates. And trust me they REMEMBER you! - Most people leave in the first few months of joining if not first few weeks. No matter what time someone leaves, the feedback you receive at the time of exit is gold!! Don’t miss that opportunity at all please 🙏

First and foremost cultivate an open culture, where team-mates are peers, learning from & mentoring each other to achieve common goals. See the imperfect humans continously improving themselves in your colleagues – and apply the same to yourself.

Aqui no Brasil, por uma questão cultural, funciona bem eventos de confraternização, como um churrasco. No caso das lideranças, é comum episódios como Team Building ou Imersões. Certa vez, participei de um Planejamento Estratégico, no qual o facilitador nos orientou a nos dividirmos em duplas. Feito isso, nós olhamos nos olhos dessa pessoa e nos despedimos dela, pois não faríamos juntos nenhuma atividade no final de semana.