The Onboarding Model is built on a comprehensive onboarding analysis and provides a solid, data-driven foundation. Make decisions based on insights, not gut feelings.

Onboarding takes more than a week. The model helps you structure the process into steps and dimensions, giving new employees the foundation they need when starting.

The model focuses on six dimensions: culture, rules, networks, collaboration, skills, and results. They show you where you’re strong today and where you can grow further.

Are you doing well on competencies but less so on networks? The model lets you evaluate whether your onboarding resources are allocated wisely or if some dimensions deserve extra attention.

The Fast Track module is your hands-on tool for onboarding. It measures each employee’s real experience and pinpoints areas for improvement. The Onboarding Model complements this by providing the strategic framework defining how the onboarding process should look for everyone in your organization.

Each new employee answers 25 questions about the six dimensions: culture, rules, networks, collaboration, competencies, and results. You’ll then get a clear report of their experiences and feedback, helping you spot gaps and challenges in the onboarding process.

With Fast Track, you can assess each onboarding journey, open a dialogue with the employee, and implement targeted actions in collaboration with their manager. The module is applied to every new hire and adapts to each individual’s onboarding process.

Fast Track supports you in creating stronger connections with new hires. When you ask about their experiences and follow up in dialogue with their manager, they feel recognized and included, building a stronger bond with the workplace from the very start.

Onboarding shouldn’t be static. Once designed, it needs regular reviews and updates to keep pace with change. Onboarding Review provides clear data on your strengths and opportunities for improvement, grounded in The Onboarding Model.

Apply the tool periodically and after multiple new hires. Doing so gives you a broader dataset and a precise evaluation of whether your adjustments over time are making a difference compared to your previous onboarding process.

Following a review, the onboarding team can meet to prepare reports or hold workshops that focus on potential improvements. In the long run, you’ll gather a series of reports that track the development of your onboarding and demonstrate whether the changes have had an impact.