Top 5 Strategies HIDC Uses to Enhance Customer Experience Through Onboarding Plans

Starting a new job can be overwhelming for employees and challenging for employers. Early turnover often happens because new hires don’t feel supported or connected to the organisation.

Human Impact Development Consulting (HIDC) addresses this issue head-on by designing onboarding plans that reduce early turnover and build stronger workplaces. Their approach combines practical systems with empathy, making HR both effective and human-centred.

This post explores the top five ways HIDC serves customers by adding a 30-60-90 day onboarding plan that supports new employees and strengthens organisations.

Onboarding materials prepared for new employees

1. Building a Clear 30-60-90 Day Onboarding Toolkit

HIDC creates a detailed onboarding toolkit that guides new hires through their first three months. This toolkit breaks down the onboarding journey into manageable phases:

• First 30 days: Focus on orientation, understanding company culture, and meeting key team members.

• Next 30 days: Emphasize skill development, role clarity, and initial performance goals.

• Final 30 days: Support integration into projects, feedback sessions, and long-term growth planning.

  
  

This phased approach helps new employees feel confident and supported at every step. Employers get a clear roadmap to track progress and address challenges early.

Project Consultation

1h

Book Now

2. Strengthening Systems to Keep Work Flowing Smoothly

A common reason for early turnover is confusion about processes and expectations. HIDC strengthens organisational systems by aligning onboarding activities with existing workflows. This means:

• Clear communication channels for questions and support

• Defined roles and responsibilities for mentors and managers

• Scheduled check-ins to monitor progress and adjust plans

  
  

By integrating onboarding into daily operations, HIDC ensures new hires don’t feel isolated or lost. This system-focused strategy reduces frustration and builds trust.

3. Humanising the Onboarding Experience

HIDC believes onboarding should be more than paperwork and policies. Their plans focus on humanising the experience so new employees feel valued and connected. Examples include:

• Personalised welcome messages from leadership

• Opportunities to share personal goals and interests

• Social activities that build relationships beyond work tasks

  
  

This empathetic approach helps new hires see themselves as part of the team, increasing engagement and loyalty.

4. Bridging Policy and Practice with Practical Tools

Many organisations struggle because written policies don’t match what happens day-to-day. HIDC bridges this gap by creating onboarding tools that reflect real workplace practices. Their onboarding toolkit includes:

• Easy-to-understand guides that explain policies in plain language

• Role-specific checklists that focus on what employees actually do

• Feedback loops that capture employee experiences and improve processes

  
  

This alignment makes onboarding more relevant and useful, helping new hires navigate their roles confidently.

5. Supporting Sustainability and Strategic Impact

HIDC’s onboarding plans are designed to last. They focus on creating systems that endure beyond the initial hire, supporting ongoing development and retention. This includes:

• Training managers to continue coaching beyond 90 days

• Embedding onboarding feedback into HR strategy reviews

• Linking onboarding success to business goals like productivity and retention

  
  

By connecting onboarding to long-term strategy, HIDC helps organisations build a workforce that grows stronger over time.