NEW HIRE ONBOARDING AT ALLIANT LIFE INSURANCE SERVICES, INC.
By Stephanie A. Earl, Training Specialist Lead, Alliant Insurance Services, Inc.
At Alliant Insurance Services, Inc., we set the stage for success. From the moment a potential candidate navigates our Website through the first year of employment, we provide the necessary elements for ongoing support and development.
Alliant has grown rapidly in recent years, creating a need for additional onboarding programing, revisions of existing programs, and a restructuring of our approach, implementation, and measurement. We started with a full analysis and utilization of project management strategies to manage the change. “When a project manager is tasked with leading a change initiative, they must focus on the identified change, manage risks, understand the impacts, find solutions, and ensure open communication,” says Tonya Estes, manager of Learning and Development at Alliant.
Program Details
The onboarding process is a critical stage in the employee’s life cycle. Alliant’s new hire orientation program plays a pivotal role in ensuring new talent feels welcomed, informed, connected, and prepared to thrive in their new role. It starts before day one, with a well-functioning Website that tells the candidate who we are and what we are all about. Our talented recruiters engage some of the brightest talent in the industry. Once hired, the collaboration between other departments launches into action. Technical equipment is delivered to remote workspaces before day one, along with the provision of clear information and next steps. Detailed checklists are used to ensure nothing is overlooked.
Alliant’s IT department welcomes the new employee with a virtual meeting that explains setup and connection. The Human Resources department then provides a virtual instructor-led meeting to introduce new hires to our company handbook, benefits, and other necessary HR components. In the same week, the Professional Development department delivers two virtual instructor-led meetings that are lively, engaging, and welcoming. These two new hire experiences focus on networking and resources and expose the new employee to Alliant’s culture and values. This is followed by a Q&A session to clarify any uncertainties. All of these elements focus on connection, social integration, and tools that lead to success.
“I can say with certainty that onboarding at Alliant is different from most other companies,” says Dean Molle, Training specialist on Alliant’s Professional Development Team. “Our presenters have turned what is usually a dry, formal process into a ‘show’ that is as much fun as it is informative. The levity is appreciated as evidenced by feedback showing that new employees feel welcomed, and it sets the right tone for what they can expect at Alliant. Who said insurance has to be boring?”
A Well-Structured Agenda
The agenda contains components such as a company overview, team introductions, review of important policies and procedures, and compliance requirements. Due to the diversity that exists within and between our vast array of specialty niches, a strong focus on flexibility, adaptability, and customization is crucial. Innovation is a strong characteristic of Alliant, and we let new hires know from the very beginning that we are open to their new perspectives and ideas. As Alliant Chief Diversity, Equity & Inclusion Officer Lilian Vanvieldt says, “If you are rowing right and I am rowing right, then we are rowing in circles.”
Each department then begins the process of new hire specialized orientations to fit the individual needs of their departments, from corporate roles such as accounting, legal, and marketing, to insurance industry specialty verticals such as aviation, agriculture, and public entity.
Setting Clear Expectations
Explaining expectations helps new hires understand their roles and responsibilities. During orientation, new hires are assisted with aligning these expectations with personal and professional goals, leading to an understanding of how these contribute to Alliant’s overall vision. A structured program extends throughout the first year—it outlines performance expectations, a timeline for performance reviews, and opportunities for upskilling. Continuous clarification of how an employee’s goals and contributions align with Alliant’s goals and objectives is important.
Gathering Periodic Feedback
Alliant’s new hire program surveys new hires in the first month and at 90 days post-hire to gather important data. This data is analyzed for a continuous feedback loop of improvement. Additionally, a Zoom channel for each weekly new hire cohort serves to disperse resources, answer questions, and create connectivity between employees who have the shared experience of starting a new career at Alliant. Our continuous communication has led to the creation of new positions that serve to collaborate with other niches at Alliant. The results are innovative learning pathways and upskilling programs.
Results
Alliant’s new hire orientation program is a cornerstone that provides the foundation for variation, flexibility, and continuous learning pathways. “Alliant’s corporate new hire orientation program is successful, in part, due to its overall application to the diverse roles and divisions it serves while imbuing our entrepreneurial spirit,” says Carla Spencer, first vice president, director of Employee Development at Alliant. “It is an introduction to Alliant that welcomes our new hires and helps them understand how their role is a value to the entire organization.”
A well-thought-out orientation not only helps new hires acclimate to their roles but also fosters a sense of belonging and commitment to our organization. This has led to a 2 percent reduction in attrition rates and improved overall performance. Alliant’s investment in our robust orientation program is an investment in the future of Alliant and its employees.
DELIVERING IMPACTFUL ONBOARDING AT AXON
By Kathleen Horton, Senior Director, Learning & Development; Matt Caldwell, L&D Program Manager II, International Sales Onboarding; and Allison Pinales, L&D Program Manager II, Axon
A well-structured Learning & Development (L&D) program is the foundation of an engaged and high-performing workforce. At Axon, our commitment to providing a meaningful and impactful experience for new hires is reflected in our signature New Hire Onboarding (NHO) program. This initiative ensures that every new employee is equipped to thrive from day 1 by fostering a deep connection with our mission, vision, and values. Over time, we have refined our approach, incorporating feedback, global inclusivity, and strategic reinforcement to create a best-in-class onboarding experience.
Program Details
Axon’s L&D team facilitates the NHO program every other Monday, welcoming new hires into a dynamic, virtual environment. From the outset, employees gain a clear understanding of Axon’s purpose and culture. However, we recognize that effective onboarding extends beyond a single day; that’s why we designed a structured day 1, 30, 60, and 90 onboarding experience. New hires participate in additional checkpoints and learning opportunities, reinforcing key learning objectives and strengthening their sense of belonging at Axon.
We have evolved our onboarding approach based on continuous feedback from participants. New hires provide input on both their experience in our sessions and their broader onboarding journey at Axon. We escalate feedback as needed, working closing with HR to make real-time improvements and course corrections ensuring retention remains high. Additionally, our program balances essential information with a structured delivery approach—providing details when they are most relevant. For example, we introduce mental health and wellness resources on day 30 and discuss our employee referral program at day 90, preventing information overload and promoting better retention.
Overcoming Challenges Through Innovation
Axon is a growing global technology and public safety company, and we hire anywhere from 20 to 60 people globally with start dates every other Monday throughout the entire year. It is imperative for our Learning and Development team to provide one cohesive experience for all employees, regardless of their location. This need, however, comes with one of the key challenges of maintaining engagement in a virtual setting.
To address this, we’ve curated a highly interactive and engaging program that incorporates live facilitation, high-quality videos, discussions, and group work. At our day 30 checkpoint, we introduce a scavenger hunt-style activity where new hires build their own guide to Axon’s benefits and resources. This gamified approach reinforces learning while making the experience fun and memorable. Additionally, our breakout discussion on impact statements allows new hires to reflect on their purpose within Axon, leaving them feeling excited and empowered.
Flexibility is another core component of our onboarding strategy. Our sessions are open to all employees, regardless of their role. Whether welcoming a senior director or a frontline manufacturing employee, every new hire shares the same foundational experience. However, when necessary—such as during an acquisition—we customize content to ensure relevance while maintaining the integrity of our program.
Results
The success of our NHO program is evident through measurable results at both Kirkpatrick Level 3 (behavior change) and Level 4 (business impact). By embedding new hires into Axon’s strong culture early on, we cultivate a sense of purpose that extends beyond just a job. Employees leave onboarding with a clear understanding for how their role contributes to our greater mission to Protect Life. It’s more than just a tagline. Our mission underscores everything we do at Axon, driving innovation and fostering a deep sense of accountability across our workforce.
Our Moonshot Goal—to cut gun-related deaths between the police and the public by 50 percent in 10 years—adds even greater significance to the purpose our employees feel when they join Axon. New hires quickly realize that their work—whether in engineering, research and development, customer support, sales, or any other function—directly contributes to the life-saving technology and policies that are shaping the future of public safety. This connection instills a profound sense of responsibility and motivation, as employees recognize that their contributions go beyond routine tasks; they are actively working toward a safer future.
On a broader scale, our onboarding strategy has contributed to consistently low employee turnover, with attrition rates remaining below 13 percent. Moreover, our company has experienced remarkable business growth, scaling from 900 employees to more than 4,100 in less than five years. This data underscores the effectiveness of our L&D best practice in driving organizational success.
Key Takeaways
For companies looking to develop a similar strategy or enhance their onboarding programs, we offer the following insights:
• Gather and act on feedback: New hire feedback is invaluable in refining your program. Use it to make real-time adjustments and enhance the experience.
• Promote inclusivity: Ensure onboarding is accessible to all employees, considering global time zones, name pronunciation, and cultural differences.
• Deliver information at the right time: Space out key learning objectives across multiple checkpoints to avoid overwhelming learners and improve retention.
• Recognize that engagement matters: Incorporate interactive elements, such as group discussions and gamification, to keep learners engaged in a virtual environment.
• Understand that flexibility is key: Provide a consistent experience for all new hires while customizing content as needed for special audiences.
• Reinforce core values: Reiterate the company’s mission and values at multiple touchpoints to ensure alignment and long-term commitment.
Axon’s onboarding strategy exemplifies how a structured, dynamic, and data-driven approach can yield tangible business results. By prioritizing engagement, inclusivity, and continuous improvement, we have created a best-in-class experience that prepares new hires for long-term success.