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Get new employees productive sooner.
Traditional onboarding shows a new employee what they should know. Popscale helps them learn, practice and use that knowledge in the situations the job actually requires.
Many new hires · Distributed teams · Roles where it takes time to become productive
The case.
Every extra week to full productivity has a cost.
New employees rarely produce as much as experienced ones from day one. At the same time, the introduction takes time from managers, colleagues and trainers. So the important onboarding question is not just how quickly someone completes the training.
How soon can a new employee do the job well on their own?
The goal.
Shift the productivity curve to the left.
If an organization hires hundreds of people every year, cutting a few weeks off the road to independence can have a major financial impact. Popscale helps you work systematically on the capability it takes to get there.
The illustration shows the goal of the setup, not a guaranteed outcome. Actual impact depends on the role, the organization, the training setup and other factors.
The Journey.
One Journey from the first day to independence.
Onboarding is a Journey: Episodes, Flashcards, Coaching, Roleplays and Challenges in the order the role needs – knowledge, repetition, practice, feedback and real assignments. When the Journey is built, Studies can complement the groundwork: interview experienced employees about what the role actually requires, so the content builds on what today lives in the heads of a few.
Example: a new customer advisor, 30 days
- Day 1–3
Understand the company and the offer
Episode about the offer · Flashcards on the basics · short Coaching
- Week 1
Learn the basics of the customer interaction
Coaching on discovery questions · simple Roleplays · product knowledge
- Week 2
Meet more variation
More difficult AI customers · objections · process deviations · repetition of gaps
- Week 3
Move the training into reality
Challenges in real customer interactions · reflection · AI coaching afterwards
- Week 4
Follow the development and direct what comes next
Results in trained activities · progression · leader follow-up · targeted continued training
Not “done with onboarding”. Ready for the next level of the job.
No separate tests.
Assessment happens along the way.
Scored activities and Mastery Score continuously show what the person masters and where more support is needed. That means development can be followed without constantly interrupting the learning with separate tests.
Scored activities
Roleplays and Coaching with passing levels and limited attempts show which activities the person masters.
Mastery Score
The level across several activities, so development can be followed over time – not just per exercise.
Status in Insights
Where the person is in the Journey, where they get stuck and what has not been started.
The next cohort.
Every cohort makes the next onboarding better.
When many new hires go through the same Journey, you see where they need the most attempts, which activities take the longest and which parts the next version needs to strengthen. The evidence is in Insights – and it’s read by the people who own the onboarding.
Attempts
Which activities take the most attempts before they stick.
Progression
Which parts of the Journey take most people the longest.
Status per team
Where new hires get stuck, and how that differs between teams and managers.
More than completion.
Onboarding needs to be more than content and completion.
Traditional learning platforms are good at distributing material and tracking who has completed it. In customer-facing roles, employees also need to be able to explain, reason, act and handle variation.
| Traditional digital learning | Popscale | |
|---|---|---|
| Read and watch | ✓ | ✓ |
| Review knowledge | ✓ | ✓ |
| Talk about the knowledge | ✓ | |
| Practice realistic situations | ✓ | |
| Personal feedback | ✓ | |
| Test behaviors in everyday work | ✓ | |
| Follow progression | ✓ | ✓ |
Popscale can be used on its own for customer-facing onboarding or together with your existing LMS.
Book a demo.
What does your path to a productive employee look like today?
We’ll show you how an onboarding Journey works – from day one to follow-up. Before we meet, think about a role you hire many people for, how long it takes before a new person stands on their own, and what your best employees know that new hires lack.