Designing Your Onboarding Program

Learn how to design an effective and beautiful onboarding experience.

This program will help you design an onboarding program by looking at what matters most, which in turn will drive engagement and retention of new hires up.

Duration
Time
Price/Ticket
9 weeks
5 hours/week
€459
NO SESSION AVAILABLE YET
Let me know when a new cohort is launched
 

Who’s this program for?

You’re part of a start-up and it just became your job to put in place the way you welcome new colleagues. You’re part of a big company that needs an onboarding reshape.

This program was built for you, the one who’s in charge of designing, implementing, or measuring the performance of the onboarding program.

What you'll learn?

week 1

Introducing the double purpose of onboarding

1 March - 6 March
The way you onboard new employees has an impact in more areas than you can think of: from employer branding to teamwork, performance, retention, and engagement. They are all affected by what you’re doing for your new hire after the offer is signed, on day one, week one, or in their first months with your company. Given its impact, companies should pay more attention to how they onboard new hires. In this week you’ll gain a better understanding of the double purpose of onboarding.
6 Video Lessons

Onboarding: from day -20 all the way to productivity
Helping people reach productivity
Creating a one-of-a-kind experience for new hires
Organizational and team/ role onboarding
The steps we take to design a powerful onboarding process.
5 mistakes to avoid while designing your onboarding process

1 Assignment

Choose your challenge. We strongly believe that the best way to learn is to actually put new knowledge and skills to work. So before moving on to the following modules you have to think about what project will you be working on. We provide you with a list, so don’t worry about that.

1 Community Session

Ask me anything with a twist. This is not your usual AMA session, where all questions are directed towards one specific individual. Instead, questions are gathered and everyone has a chance to contribute with their thoughts with the purpose of better understanding the onboarding process.

week 2 - 3

Defining the most important onboarding drivers

7 March - 20 March
Before even thinking about the development or the improvement plan for your onboarding process, you should take a step back and learn more about how things are going right now. During this week, you’ll learn how to identify the most important factors that lead to a great onboarding experience and to productivity.
4 Video Lessons

Choosing your audience & defining your research goals depending on your assignment
Introducing the most important drivers
Conducting your research: interviews, focus groups & surveys
Concluding on the most important onboarding drivers: ideal vs. AS-IS

1 Assignment

Conduct your research. Once you know what you’d like to find out, go ahead and start talking to people to determine the most important drivers.

1 Community Session

Intervision Session. Intervision is a ‘peer coaching’ activity with a small group of people who have a professional context or challenge in common. We’ll use this session to assist participants in collecting knowledge from their peers.

week 4

Making a plan: an onboarding framework

21 March - 27 March
Once you know which drivers have a bigger impact in helping new hires get to productivity, you can start crafting a plan for building or improving your onboarding experience. In this week, we’ll explore a framework on which you can map out all your onboarding initiatives.
6 Video Lessons

Prioritizing initiatives
Why do we need a framework?
Part 1: Connection
Part 2: Clarification
Part 3: Culture
Part 4: Compliance

1 Assignment

Prioritize and plan your onboarding initiatives based on your most important drivers.

1 Community Session

Learners Spotlight Session. In each Offbeat Program we invite learners to take the mic and share their experiences and lessons learned with their peers, opening the floor for collaboration, knowledge sharing, and active learning.

week 5

Onboarding Tools

28 March - 3 April
The second purpose of the onboarding process is to create a welcoming, safe experience for new hires. During this week, we’ll explore some tools you can use to spice up the onboarding journey and surprise each of your new colleagues.
5 Video Lessons

What’s an onboarding tool?
A list of tools for pre-onboarding
A list of tools to help new hires practice
A list of tools to help new hires connect with your organization and their stakeholders
5 more ideas to spice up the onboarding experience

1 Assignment

Spice up your onboarding process by adding one or more engagement tools to it.

1 Community Session

Intervision Session. Intervision is a ‘peer coaching’ activity with a small group of people who have a professional context or challenge in common. We’ll use this session to assist participants in collecting knowledge from their peers.

week 6 - 7

Creating an onboarding dashboard

4 April - 17 April
Measuring the impact of your onboarding experience will help you in engaging stakeholders and receiving the resources you need to improve the process. In this week we’ll deep dive into KPIs, dashboards, and building a business case for your onboarding program.
6 Video Lessons

Setting Onboarding KPIs
Tracking part 1: Retention
Tracking part 2: Experience
Track part 3: Time to productivity
The onboarding surveys you will want to use
Putting together a dashboard
Building your business case

1 Assignment

Build your first onboarding dashboard to start tracking your KPIs and measuring your onboarding efficiency.

1 Community Session

Assignment Spotlight. As we approach the end of the program, we want to make sure that the lessons learned during the weeks together were and will be applied in practice. This is the session dedicated to sharing our challenges in completing our assignments.

week 8

Conclusions

18 April - 24 April
This is when we wrap things up, review everything we learned, did, and reflect on our next steps.
3 Video Lessons

Once again, what’s the purpose of the onboarding process?
Which are the steps you should follow to design a powerful onboarding process?
Final thoughts

1 Assignment

Build a business case for the onboarding process and send it over for feedback to one of your stakeholders.

1 Community Session

Graduation. Getting through an intense learning journey deserves celebration, so we’ll take the time to conclude our lessons from the program and set our intentions for the future.

Meet the Instructors

ioanagoz
Ioana Göz
CO-FOUNDER AT OFFBEAT
Ioana is deeply curious about how people learn and what makes them tick when it comes to their own development. This, together with being a keen learner herself, has led her to work in L&D. For the past few years, she has developed learning experiences for diverse audiences of all ages, from children to adult professionals. Each of these learning journeys has led her to the belief that the individual growth of an L&D professional needs to be continuous and constant. She joined Offbeat with her mind set on sharing both the knowledge she has acquired, and her conviction that learning is an exciting, never-ending journey.

— LEARN MORE
Lavinia Mehedintu
Co-Founder at Offbeat
Lavinia is a strong believer in the power of learning. This passion led her to the L&D industry, where for the past 3 years she spent her time designing learning experiences for diverse audiences. While reflecting upon her journey, she realized her results were strongly tied to how much she spent developing herself as an L&D. Through Offbeat she wants to share with other peers the importance of putting yourself first when it comes to learning, to then be able to build effective learning programs for others.
— LEARN MORE

How we do things

We believe the best way to learn is by doing the job. So our most important goal is for you to get your job done while practicing new concepts you're learning. We do so by combining multiple learning methods in a journey, around topics any L&D should master.

All Programs are designed so that you will practice in the most purposeful ways. First, we divide complex topics into small chunks, so that your brain can take everything in easily. Second, you will have assignments that will bring you back to the real world to practice everything you learn. Finally, you will get feedback on each assignment both from Program Managers and your other peers.
Learning by yourself is not always fun, and learning with others is proven to be a very efficient way of acquiring knowledge and skills. So we build communities of participants around every program you join. You get the chance to meet and share feedback, challenges, and know-how with like-minded peers through an online community and recurrent Open Sessions.
One-time training sessions can at most boost awareness about the topics approached. Our vision is for you to actually use what you learn in the long run, so we base our design on the science of learning. Instead of having you cram everything you need to know in two days, we give your brain the time it needs to acquire information. Hence, our Programs are spaced over one up to three months of intense learning, during which we we help you learn and recall the information in multiple ways.
We don't believe in the theory of learning styles, but we do believe using multiple learning methods helps with long-term retention. Each concept is reiterated in combinations of Social Learning, E-learnings, Practical assignments, Feedback, Open Sessions, Microlearning, Nudges, and more. All this to ensure you are going to remember what you learn not just for a week, but along your L&D career journey.

What will you get out of it?

1 A better understanding of the onboarding process’ goals
2 A framework to better understand your most important onboarding drivers
3 A framework you can use to plan and communicate your onboarding initiatives
4 A list of tools you can use to make your onboarding a great experience
5 An onboarding dashboard to track the effectiveness of the process

Is this for me?

Not sure yet? We have created a self-assessment for you to better understand if this program suits you.

Take self-assessment

FAQ

Who should apply?

Designing Your Onboarding Program is a good fit for those who haven't done this before, but are now responsible for improving their new hires’ experience, whether as part of a small start-up or a big-sized company.

Can I get an invoice with my company’s details?

Yes, of course. If your company is paying for your participation in this program, please send over the details at lavinia@offbeat.works and we'll get back to you with an updated invoice.

Can I pay by wire transfer?

Yes, you can. Send over an email at lavinia@offbeat.works and we’ll send an invoice, together with other payment instructions.

What does it cost?

To join this program you have to pay 459 EUR, so you can have access to all the materials, community discussions, and other learning resources we’ve prepared for you.

Is there a deadline I need to apply by?

Cohorts for this program will be opened every three months. You’ll see the application deadline for each cohort at the top of the page. ☝️ If there’s no session available, you can join the waiting list and we’ll let you know when a new cohort is launched.

Is this a fully remote program?

Yes, it is. This enables participation from all corners of the world, which is definitely an added value of Offbeat.

How is the program structured?

We’re trying to accommodate all types of learners while also offering a complete learning experience. So you can expect:
  1. Online videos and resources you will explore at your own pace;
  2. Weekly community sessions where you’ll meet your peers, explore different perspectives, get feedback on your assignments, and learn from everyone in the cohort;
  3. 1:1 discussions where we’ll try and guide your learning journey.
  4. Real-world practice as you’ll have some homework to fill in as well.

What type of challenges will this program help me solve?

This program will guide you in:
  • Turning your onboarding program into an experience that makes your new hires stay with you for longer than the first few months, hence reducing onboarding churn as well as improving engagement;
  • Measuring time to productivity for specific roles and departments and making a plan to reduce it.

How long will I have access to the online videos and resources?

You’ll have access to the online videos and resources for one more month after the program ends.

What happens after the program ends?

Once the program ends you won’t get rid of us or stop your learning journey. We’re building a community around Offbeat participants and bringing people together to facilitate social learning.

What is the time commitment?

We have to mention this is mostly up to you. As a rule, we ask you to put aside between 4 and 6 hours of learning per week. During this time you’ll go through all the materials we’ve prepared, complete your assignments, join community sessions, and meet your peers 1:1.

When do synchronous sessions happen?

Synchronous sessions are scheduled differently for each cohort. Once you’ve enrolled we’ll want to learn about your timezone and work on designing the schedule and book your calendar for the whole program.

What if I can’t attend all sessions?

We strongly believe people take out of each learning journey as much as they want. We know sessions might conflict with other commitments you have, but we strongly encourage you to join if not all, at least most of the sessions. Past participants have declared this part of the program to be the most valuable to them, and we wouldn’t want you to miss out.

What if I have a question that’s not answered here?

Reach out to lavinia@offbeat.works. We’re more than open to answering any questions, doubts, or fears you might have as fast as possible.

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