New Hire Onboarding

A complete redesign of New Member Onboarding program designed to create an engaging, interactive experience for all New Hires across 38 Whole Foods Market in Northern Californa. The new Onboarding program ensured a consistent experience across the region, leading to stronger work habits of Team Members and higher retention rates for Northern California stores.

Problem

An inconsistent New Hire Onboarding: 38 versions of the same program

Problem

An inconsistent New Hire Onboarding: 38 versions of the same program

Problem

An inconsistent New Hire Onboarding: 38 versions of the same program

Solution

A single blended, multi module learning program

Solution

A single blended, multi module learning program

Solution

A single blended, multi module learning program

Expertise & Skill

Instructional Design eLearning Development Facilitation

Expertise & Skill

Instructional Design eLearning Development Facilitation

Expertise & Skill

Instructional Design eLearning Development Facilitation

NMO Tracker
NMO Tracker
NMO Tracker

Work Details

Work Details

Work Details

New Member Onboarding varied from store to store across Northern California, from varying content to delivery methods leading to low learner satisfaction and confidence scores as well as low new hire retention rates.

We conducted content analysis and created a learning needs analysis to determine proper knowledge at the proper point in the learning journey, then redesigned the overall learning journey to include a blended, well-paced, interactive approach. The focus was on creating an engaging experience that touched on company values and culture as well as market uniqueness and product advantage.

New Member Onboarding varied from store to store across Northern California, from varying content to delivery methods leading to low learner satisfaction and confidence scores as well as low new hire retention rates.

We conducted content analysis and created a learning needs analysis to determine proper knowledge at the proper point in the learning journey, then redesigned the overall learning journey to include a blended, well-paced, interactive approach. The focus was on creating an engaging experience that touched on company values and culture as well as market uniqueness and product advantage.

New Member Onboarding varied from store to store across Northern California, from varying content to delivery methods leading to low learner satisfaction and confidence scores as well as low new hire retention rates.

We conducted content analysis and created a learning needs analysis to determine proper knowledge at the proper point in the learning journey, then redesigned the overall learning journey to include a blended, well-paced, interactive approach. The focus was on creating an engaging experience that touched on company values and culture as well as market uniqueness and product advantage.

Design Solution

Design Solution

Design Solution

Through the content and learning needs analysis, it was determined that the entire New Hire Onboarding experience consisted of a 2 Day classroom based training, with little interaction or knowledge retention. Each store created their own New Hire Orientation, leading to 38 versions of the same content.

The program redesign included a brand new learning journey that utilized multiple subject matter experts and team trainers and self-paced eLearnings to complete three modules of content across a three week period. Resulting in 16 hours of content across 2 days to expand to 18 hours of content across 3 weeks.

Results: The new program increased learner satisfaction and learner confidence to a 92% and increased new hire retention rates by 70%.

Through the content and learning needs analysis, it was determined that the entire New Hire Onboarding experience consisted of a 2 Day classroom based training, with little interaction or knowledge retention. Each store created their own New Hire Orientation, leading to 38 versions of the same content.

The program redesign included a brand new learning journey that utilized multiple subject matter experts and team trainers and self-paced eLearnings to complete three modules of content across a three week period. Resulting in 16 hours of content across 2 days to expand to 18 hours of content across 3 weeks.

Results: The new program increased learner satisfaction and learner confidence to a 92% and increased new hire retention rates by 70%.

Through the content and learning needs analysis, it was determined that the entire New Hire Onboarding experience consisted of a 2 Day classroom based training, with little interaction or knowledge retention. Each store created their own New Hire Orientation, leading to 38 versions of the same content.

The program redesign included a brand new learning journey that utilized multiple subject matter experts and team trainers and self-paced eLearnings to complete three modules of content across a three week period. Resulting in 16 hours of content across 2 days to expand to 18 hours of content across 3 weeks.

Results: The new program increased learner satisfaction and learner confidence to a 92% and increased new hire retention rates by 70%.