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Imagine joining a company only to learn that your department is being restructured, or your new boss is transitioning to a different role. Starting a new job is already a high-stakes transition. Add organizational change to the mix, whether it is a merger, leadership shift, restructuring, or digital transformation. and you have a scenario where even the most seasoned professionals can struggle to find their footing.
For businesses, this makes onboarding during change one of the most critical Learning & Development (L&D) functions. Without a clear, structured approach, new hires risk feeling disconnected, confused, or even second-guessing their decision to join. On the other side, a strong onboarding program can provide much-needed clarity, direction, and confidence, both for the new hire and the organization as a whole.
So how can companies ensure new employees thrive in an environment that is still shifting underfoot?
The first 90 days of employment set the tone for an employee’s long-term success. Research shows that:
Now, imagine what happens when those crucial first months overlap with uncertainty inside the company. New hires aren’t just adjusting to their roles; they’re also trying to interpret an evolving company culture, navigate leadership changes, and understand how their work contributes to shifting goals.
This is where a deliberate, well-supported onboarding strategy becomes an organization’s greatest retention tool. With the right approach, companies can transform periods of change from potential obstacles into opportunities for stronger employee integration and engagement.
Check out our podcast episode Is Your Onboarding Program Setting Your Team Up for Success for strategies to build onboarding programs that increase retention and foster connectivity.
A high-quality onboarding process needs to do more than introduce new hires to policies and procedures. It should support them in feeling confident, connected, and prepared to contribute—even during transformation. Here’s how:
Pro Tip: If your internal L&D team is stretched thin, outsourcing onboarding training can help ensure consistency while allowing internal resources to focus on other transition needs.
Example: If your company is undergoing a digital transformation, new hires should receive tech-specific onboarding that equips them with the right tools and mindsets from day one.
This support ensures that onboarding remains a priority during transitions, setting the stage for exploring flexible learning solutions that adapt to changing environments.
By integrating digital learning solutions, organizations ensure that onboarding remains accessible and relevant, no matter what changes are happening internally.
When managers actively engage in the onboarding process, new employees are far more likely to feel valued, informed, and motivated to contribute.
Organizational change is inevitable but the ability to effectively onboard new employees during periods of change will become an increasingly critical competitive advantage. Success lies not just in the programs we create, but in our ability to build resilient, adaptable onboarding experiences that can flex and grow alongside our organizations.
The companies that thrive will be those that view onboarding not as a one-time event, but as the foundation of a continuous learning journey, one that empowers employees to navigate change with confidence from their very first day.
For a deeper dive into building effective onboarding programs, explore our eBook, Essential Guide for Effective Employee Onboarding. This guide covers key benefits like higher retention, improved productivity, and long-term organizational value. Whether your workforce is remote, hybrid, or onsite, our eBook offers practical insights to help you create onboarding experiences that foster belonging, engagement, and success.
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