Content created by Ali Uren Founder of Kiikstart

While companies are investing in onboarding technology for new employees, we still need to ask what are interesting onboarding topics and insights that set up the right relationship with new employees and positively shape their views and perceptions.

Humans still have a key role to play in creating interesting and inspiring learning and development experiences that builds trust with the employee and reduces any regret they may be feeling in the first few days and weeks of working with a new employer.

We of course have all heard of buyer’s regret – well employee regret is also very real in the first month of a role.


Below I have included 10 topics from a total of 21 Kiikstart content/topic areas covered in the masterclass so you can find inspiration for your own onboarding experience as it relates to your specific brand and mission. Or bring a different perspective to an existing one.

These topics have been chosen specifically because they achieve the following outcomes and impact:

  • makes a clear statement that the employer trusts them with confidential information
  • diversifies knowledge so the employer is prepared not just now but into the future
  • makes a statement that the business works differently from other businesses in terms of what it values
  • adopts an entrepreneurial mindset to content– considers how it will innovate from skill gaps, threats and risks – embraces this as part of the organizational trip


  1. Project plans as it relates to transformation and change.
  2. Brand History including values relevant today.
  3. Key services and products – existing mix and plans for future development.
  4. Important suppliers and industry partners – key strategic relationships this role will serve and interact with in the coming two years.
  5. What great looks like in terms of service and product excellence.
  6. Strategic partnerships and collaborations – who is who and how does this role work alongside each. This includes any challenges and risks to the relationship.
  7. Team diversity and how this is reflected in operations and cultures.
  8. Current markets as well as plans for emerging markets.
  9. Approach to innovation and current plans.
  10. Any relevant business risk assessments and plans detailing current and potential skill gaps, threats and risks as it relates to the role/ relevant team.

Remember when you are creating the onboarding process it is not just about the transfer of knowledge and information.

It needs to be a strategic approach that positively influences the following cultural elements:

  • How the employee thinks and feels about the business.
  • How the employee thinks about the value of their role.
  • How they see their role being of value to the wider business.
  • The stories the employee tells their own network about working with your business – how it impact on brand reputation.

Want to design and successfully deliver an onboarding experience that inspires and builds a positive relationship with new employees while giving a return on investment sooner, then please reach out at or

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