The Challenge

The client’s onboarding process was fragmented — new hires spent their first two weeks in passive instructor-led sessions with inconsistent content delivery across three regional offices. Manager feedback indicated that employees were arriving in their roles underprepared, and 90-day voluntary turnover was running at 28%.

The L&D team had no standardized curriculum, no LMS tracking, and no way to measure what was actually working. They needed a complete rebuild, not a refresh.

My Approach

Using the ADDIE framework, I began with a structured needs analysis — interviewing hiring managers, reviewing exit interview data, and mapping the most common failure points in the first 90 days. The analysis revealed three consistent gaps: company culture and values, role-specific processes, and tool/systems literacy.

From there, I designed a four-module SCORM-compliant eLearning suite in Articulate Storyline 360, with each module targeting a specific gap:

• Module 1: Culture, Values & Organizational Structure
• Module 2: Role-Specific Processes & Expectations
• Module 3: Systems & Tool Training (branching scenarios)
• Module 4: 30/60/90-Day Success Framework

Each module included knowledge checks, scenario-based branching, and a final summative assessment. Completion data and scores fed directly into the client’s LMS dashboard, giving managers real-time visibility into each hire’s progress.

Design Decisions

Module 3 used Storyline’s branching capability to simulate real job scenarios — rather than telling employees what to do, they experienced the consequences of decisions in a low-stakes environment. All modules were built to WCAG 2.1 AA and Section 508 standards, with closed captions on all video assets and keyboard-navigable interactions throughout.

Outcomes

Within one quarter, 90-day voluntary turnover dropped from 28% to 19%. New hire satisfaction scores (measured at 30 days) increased by 34 points. The L&D team reported that manager time spent on informal re-onboarding dropped significantly.