Exode teamThe first weeks decide whether an employee stays and how soon they start delivering. Yet in most companies onboarding rests on one person — a mentor who already has a full workload. An LMS takes the routine off their plate: the new hire gets the programme automatically, and the mentor steps in where a human is actually needed.
Before day one
- Create the account in advance and assign the onboarding programme by position — in Exode this happens automatically when an employee is added to a department.
- Send a welcome email or Telegram message with a link to the app and the first lesson.
- Brief the mentor: who the new hire is, what their plan looks like, where to track progress.
Days 1–3: meeting the company
Do not start with instructions. The first lessons should answer "where did I land" and "what is valued here". A short video from the head of the company, its history, products, structure and communication rules. Close the block with a simple 5-question quiz — it lowers anxiety and shows that learning here is easy.
Week 1: workplace and tools
- System access and how-tos as short screencasts, not a 40-page PDF.
- Security and data-handling policies with a mandatory quiz.
- The first practical task reviewed by the mentor: for example, placing a test order or answering a customer request.
Weeks 2–3: role-specific training
This is where the main programme starts: product, scripts, processes, typical mistakes. Split it into modules with quizzes and tasks and set deadlines. Progress should be visible to both the new hire and the manager, so "how is the new person doing" gets answered in numbers rather than impressions.
- Homework based on the company's real cases.
- Mini-quizzes at the end of each module, pass mark 80%.
- A chat with the mentor inside the platform so questions do not get lost in direct messages.
Week 4: assessment and feedback
Finish onboarding with a final quiz and a practical task. Issue a certificate — a tangible result for the employee and proof of completion for HR. Then collect feedback: what was unclear, what was missing, which lessons felt redundant.
What to measure
- Share of employees who complete onboarding on time.
- Average final-quiz score by department.
- Time to target performance for those who completed the programme versus those who did not.
- Turnover in the first 90 days, before and after the programme.
All of these numbers are already in the platform analytics if onboarding runs through the LMS. Compare them cohort to cohort, and the programme will get shorter and more useful with every intake.