onboarding program

Onboarding Program Situation

A large recreation and leisure retailer with 150 locations, wanted to create an onboarding program for their retail employees that would orientate them to all the retail departments within the organization.


Solo Learning met with the retailer’s key associates, partners, and learning and development team members to determine onboarding needs and goals. In order to create a program that created opportunities for personal growth and career advancement; Solo Learning developed a roadmap to introduce new associates to each department utilizing learning methods that entailed blended learning techniques.

The program plan allowed for a new way of tracking employee’s onboarding and retail learning. Additional goals of the program entailed a tool that reflected the retailer’s business, provided ongoing reference for employees throughout their career, and would be easily accessible to all team members.


Solo Learning developed a pocket-sized manual that employees could easily carry with them at all times. The manual’s information was grouped into three general areas focusing on every department within the company. Specifically covered are onboarding, orientation, and critical activities. Each of the sections is split into four levels of learning activities for new employees. Team leads received an additional section dedicated to identified learning activities. At the end is a checklist of key information for department managers to review with employees. Activities included self-paced activities, partnered activities, hands on training, and various forms of multimedia training such as videos and e-learning.

In addition to providing employees with an outline of required learning activities, the manual provided a way for employees to indicate when they had completed a learning activity. This training solution provided ease of access and additionally allowed for new employees to:

  • Detail questions for further discussion during their onboarding process
  • Discuss concepts with coaches/mentors, interact with managers
  • Partner with other employees
  • Interact with customers during the learning process

The learning program was successful within all of the organization’s 150 locations. As a result, associates completing the onboarding process reached the program’s goals. They came away prepared with the knowledge and tools to be successful in their position. As a bonus the experience helped them get to know their managers and peers during the process.

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