Speed up onboarding
Onboarding that helps new employees work independently sooner in customer interactions. Bring learning, AI practice and feedback together in a Journey – and let managers focus on the support that matters most.
An employee’s first customer interaction doesn’t have to be their first chance to practice.
Onboarding in practice
The cost of onboarding goes beyond the initial orientation. It takes time for a new colleague to contribute fully – while managers and experienced coworkers also need to provide support.
With Popscale, new colleagues can learn the basics, practice customer interactions and get feedback without a manager present every time. Follow-up shows where more support is needed, so supervisors can focus their time where it makes the greatest difference.
Illustrative program · Journey
In this example, the health advisor helps members build lasting eating and exercise habits. Choose a step in this Journey to follow their onboarding through to the first member conversation.
Knowledge · Episodes
A short episode builds a shared foundation for the first conversations. Here are examples of what it could cover.
Build the content on your own method, procedures and approved material.
Conversation example · Roleplay
An interested visitor is hesitant. The advisor practices understanding their needs before presenting the offering.
Practice listening, asking follow-up questions and making the next step clear.
Feedback example
After practicing, the employee gets specific feedback on the conversation. Here is what it could look like.
Another attempt gives the employee a chance to put the feedback straight into practice.
Task and reflection · Challenges
Agree on a suitable member conversation with the supervisor. Use what you have practiced and reflect afterward.
Feedback covers the submitted reflection. The supervisor follows up on the work itself.
A customer’s perspective
“Continuous training with an AI coach has made our health advisors more confident in presenting our method and offering – and in recruiting new members. We are already seeing a clear effect on both self-confidence and efficiency in the customer interaction.”
Employees can prepare and practice on their own. Managers get evidence to guide their support, rather than covering the same basics every time.
01
02
Combine results in Popscale with your follow-up on the job when deciding whether someone is ready to work independently.
Build onboarding around everyday situations – including seasonal hiring, new locations and changes of role.
Get to know the range and practice helping customers choose, rather than simply listing features.
02Learn the menu, take an order and create a thoughtful guest interaction, even during a busy shift.
03Explain how the visit works, listen to the patient’s questions and check that the next step is clear.
04Let new colleagues practice incoming calls before answering independently: listen, clarify the issue and explain the next step. Get feedback without involving a real customer.
What should a new colleague be able to handle? Start there, together with the people who know the job.
Build on your procedures and offering. Review the content and criteria before publishing.
Organize activities in a Journey, assign it to the right teams and use the results to improve onboarding.
Common questions
Yes. Build on your procedures and onboarding material. Knowledge can provide a shared, reviewed foundation for the content. Use Popscale on its own or alongside your LMS. Technical integrations are evaluated separately.
Yes. Choose content, activities and criteria for each role and assign Journeys to the relevant teams. A shared foundation can be complemented by what matters at each location.
No. The health advisor’s onboarding here is an illustrative example. You choose the scope, sequence and pace. Start with a few important situations and expand where you see a need.
No. Employees can prepare, practice and get feedback in Popscale. Supervisors provide support at work, check-ins and the judgment of what someone can take responsibility for independently.
Yes. Assessments within Journeys let you set criteria, attempt limits and passing scores. Every required activity must be passed. Combine results with follow-up at work when judging independence in the role.
No material is needed in advance. We show Popscale in a demo. You may want to consider which role to start with and what new colleagues tend to find difficult.
Book a demo
See Popscale in a demo. We’ll discuss your new colleagues, the situations they face and what a relevant program could look like.
.png&w=384&q=75&dpl=dpl_9WHxfR1uKRNC6Gc9JP479Nh7UNKB){kind=small}