Onboarding in the New Normal: How to Get It Right
The world of work has shifted dramatically over the past few years. With the rise of remote and hybrid work models, many businesses are finding their traditional onboarding practices a little… well, outdated. Let’s be honest, new hires don’t want to feel like they’re just ticking boxes in a generic orientation program. Instead, they expect a tailored, connected, and meaningful experience from day one. So, how can businesses onboard in a way that makes new employees feel like valued team members, even when working remotely?
Let’s dive into the key ways you can revolutionize your onboarding process for this “new normal.”
The Importance of Breaking Down Silos
One major problem in the onboarding process is the lack of coordination between departments. When HR, IT, and managers aren’t on the same page, new employees might feel lost. Imagine starting a new job and not knowing where to find important information, who to turn to for help, or even how to connect with your team. Not ideal, right?
When different departments, like learning and development, HR, and IT work in silos, employees can end up with a fragmented onboarding experience. Instead, onboarding should seamlessly combine learning, performance, and connection. For instance, having a system where a new hire’s learning modules are synced with their performance goals and opportunities for collaboration with their team would be a game-changer.
Totara Talent Experience Platform (TXP) is one tool that makes this possible. It helps organizations integrate learning, employee engagement, and performance management into one cohesive process. Learn more about Totara’s Talent Experience Platform here.
Learning: Beyond Just Courses
The heart of any good onboarding program is learning—but not just any learning. The days of endless PowerPoint slides or basic training videos are over. Today’s new hires crave interactive and personalized learning experiences that reflect the actual work they’ll be doing.
A solid learning management system (LMS) like Totara can help you set up adaptive learning paths, mandatory training, and certifications for new employees. But don’t stop at formal courses. People learn best by doing, and this is especially true for remote workers who miss the opportunity to naturally pick up knowledge from colleagues. You need to create spaces—like knowledge-sharing networks—where new hires can ask questions, share experiences, and learn in real-time.
Learn more about building an engaging learning experience with Totara here.
Connection: A Critical Piece in the Onboarding Puzzle
A remote worker might go weeks, or even months, without physically meeting their colleagues, so building connections becomes even more critical. You can’t expect new hires to thrive without a sense of belonging and support.
In a remote or hybrid environment, connections are formed through technology—chat tools, video conferencing, and collaborative platforms. But relying on these tools isn’t enough; you need to ensure they are used effectively. One way to do this is by using digital workspaces like Totara Engage, where employees can easily collaborate, ask questions, and work together on projects. A good workspace provides not just collaboration but also helps employees orient themselves with resources like org charts, company policies, and key contacts.
Personalization: Make It Matter to Them
Not every new hire is the same, so their onboarding experience shouldn’t be either. When you tailor the onboarding process to fit the specific needs of the role or individual, you not only make the experience more engaging, but you set your new employees up for success.
Totara’s platform allows you to create dynamic audiences, ensuring each employee gets the information they need when they need it. Whether it’s specific training, key company goals, or department-specific resources, a personalized onboarding experience helps employees feel valued and ensures they’re not overwhelmed with irrelevant information.
Psychological Safety: Don’t Overlook It
Let’s not forget one of the most important aspects of onboarding: psychological safety. Starting a new job can be nerve-wracking, especially when you’re remote and can’t easily turn to a colleague for help. Employees need to feel comfortable asking questions, making mistakes, and learning as they go. Creating an environment of psychological safety from day one encourages open communication and fosters a culture of trust.
A simple way to build psychological safety is by pairing new hires with a mentor or “buddy” to guide them through the first few weeks. Regular check-ins and informal conversations can also go a long way in helping them feel supported.
In Conclusion
The shift to remote and hybrid work means that onboarding processes must evolve. By focusing on learning, performance, connection, and personalizing the experience, companies can create an onboarding program that not only welcomes new hires but sets them up for long-term success. And don’t forget the importance of psychological safety—helping your new employees feel safe to learn and grow in their new roles.
By integrating platforms like Totara TXP into your onboarding strategy, you can offer a unified, streamlined, and personalized experience that makes new employees feel like a part of the team from day one.
Check out how Totara can help transform your onboarding process here.