When COVID-19 restrictions on group gatherings were introduced, our client could no longer run their face to face induction program. However, they were still hiring new staff, and needed to onboard these new team members.

A rapid redesign to a blended, digital program was required, to align with social and corporate restrictions.

CHALLENGE & SOLUTION

Onboarding is a critical opportunity to build new hire engagement. While the program was to be delivered digitally, it needed to be easy to follow, interactive and engaging, with opportunity for new hires to come together and get to know others within the organisation.

Additionally, our client, a not-for-profit superanuation fund, is a strongly values driven organisation. Their values, specifically their focus on ‘members first’, needed to shine through in the program.

Working in partnership with our client’s Learning & Development team, we mapped a blended program to be delivered across four modules. Each module followed a consistent rhythm of:

1. Learning primers (elearning, animated videos, curated content): Delivered key content in an interactive, engaging way.
2. Virtual immersive workshop: Provided opportunity for new hires to explore key content in further depth, and to come together and meet others within the organisation (including senior leaders).
3. Learning transfer activities (activities, reflective questions): Reinforced learning and encouraged practical application.

A streamlined design and development process allowed us to build and deploy content rapidly, with the program piloted 6 weeks after the project commenced.

WHAT WE DID

• Needs Analysis
• Learning Program Design
• eLearning & Digital Collateral
• Video Production
• Graphic Design

CALLOUT

Focus On Engagement

As one of the first experiences within a new organisation, orientation is a critical opportunity to win the hearts and minds of new hires. The program was designed to be interactive and engaging, with opportunity to build connection with others and a focus on our client’s ‘members first’ philosophy.

Rapid Development

By comprehensively mapping content and streamlining the development process, we were able to build and deploy content rapidly, with the program piloted 6 weeks after the project commenced.

KEY OUTCOMES

• Complies with COVID-19 social and corporate restrictions
• Ability to orient new hires in different locations within the same program
• On-demand resources allow new hires to access onboarding content straight away
• Reduced travel costs