Successful onboarding

How Sarah drives increased productivity and retention through structured onboarding and learning journeys.

Sarah, the HR manager, knows that first impressions count. In the past, the start of new talents was often hectic: the laptop was not ready, there was a lack of access, and the new colleagues often did not know exactly what they would be measured against during the probationary period. Together with Markus, an experienced department head, she decides to take onboarding with Evalea to a new level.

It all begins even before the new employee Hanna drinks her first coffee in the office. Sarah uses Evalea to create a to-do list. IT is automatically given the task for the hardware setup, and Markus is reminded to create the induction plan. So everything is ready on the first day.

Hanna starts directly with a learning journey created for her. Instead of digging through countless PDF documents, she finds an interactive learning journey in Evalea: welcome videos from the management, the most important compliance training courses as e-learning and an organizational chart of her team. She immediately feels oriented and appreciated.

At the same time, Markus and Hanna sit down together for a structured welcome talk in the first week. In Evalea, you define clear goals for the first six months. These goals are visible to Hanna at all times in her profile. They can independently document progress or request feedback if they need support with a task.

In the middle of the probationary period, Evalea automatically reminds Markus of the intermediate interview. Thanks to the digital documentation, both can see immediately: Hanna has already almost achieved the technical training goals, but still needs specific software training. Markus assigns them to her directly via the learning library.

At the end of the probationary period, they conduct the final interview. Markus uses the stored guide to objectively evaluate Hanna's development. Since all progress and feedback loops over the last few months have been documented in Evalea, the decision for a long-term cooperation is comprehensible and well-founded for both sides. Sarah in the HR department automatically receives the confirmation and can finalize the takeover.

Thanks to the combined approach of structured knowledge transfer and targeted probationary periods, Hanna is not only quickly productive professionally, but also feels like a full member of the team from day one.