In 2024, Apple Federal Credit Union acquired a credit union through a merger. Talent Development (TD) created a tailored onboarding program focused on operational readiness and cultural integration, collaborating with various departments to produce a fully immersive, relationship-centered experience specifically for merger transitions.
Program Details
Employees toured HQ and met with departments, while remote staff received a virtual tour. Onboarding content emphasized culture over history, with a new presentation showcasing testimonials and advice from employees who had experienced previous mergers.
TD partnered with P&C (HR) to host a benefits session featuring side-by-side plan comparisons and clear transition timelines. Training timelines were adjusted to include both foundational and role-specific sessions. Each new hire received a branded lunch bag with Apple merchandise.
To boost engagement, TD introduced interactive gamified challenges and custom eLearning. A merger-specific eLearning course covered essential topics such as accounts, loans, and online banking, preparing employees to assist members confidently.
To foster connection, TD published “Get to Know…” posts introducing new team members. Each employee also was paired with an Apple Ambassador for support throughout onboarding. Sessions concluded with a graduation lunch attended by executive leaders and managers.
For reinforcement, employees attended the Winter Town Hall, which provided a high-level view of the credit union’s strategy, reinforcing how the merger aligned with organizational goals. To support knowledge retention after onboarding, merger employees participated in weekly review activities such as crosswords, cryptograms, and an intranet scavenger hunt.
Additionally, Apple launched a dedicated merger project system update, featuring a traffic light-style integration tracker to ensure transparency and alignment across the organization. This visual tool indicated when various systems would go live, helping employees stay informed and prepared at each stage. These resources ensured employees continuously received support and knowledge as they transitioned into their new roles.
For long-term reinforcement, TD ensured new hires had ongoing access to crucial information through an ongoing merger onboarding guide, a manual on the TD Website that answered frequently asked questions, and an internal SharePoint page that was a central hub for merger-related updates and provided the ability to ask questions via Help Desk tickets. Onboarding plans extended beyond six months to support continuous growth and well-being with progressional development and role-specific classes remaining for available staff.
The Apple Ambassador program also continued, offering long-term check-ins and meetings to support staff integration. Moreover, regular one-on-one meetings with supervisors reinforced content and provided opportunities for dialogue, in addition to formal performance reviews. Apple’s values and mission were continuously demonstrated by initiatives such as Lunch and Learns and Merger Celebration meetings, which unified the workforce.
Results
The company sent a post-onboarding survey to merger employees who completed the program to evaluate their confidence, preparedness, and understanding of key merger-related topics. Some 78 percent strongly agreed that the activities supported learning, and 72 percent felt the pace was effective. Additionally, 72 percent felt proud to work for Apple, and the program earned a Net Promoter Score (NPS) of 72, indicating a high likelihood of recommending the orientation to others.
Apple Federal Credit Union’s comprehensive merger onboarding experience directly contributed to a 100 percent retention rate of all merger employees on the official merger date, February 1. This successful integration enabled the organization to seamlessly bring over 16,672 members.
