New hire orientation was a full week of back-to-back PowerPoint presentations. The training specialist ran it twice a month, every month, covering the same content from scratch each time. New hires were disengaged before the end of day one, and the process was burning out the only training specialist on staff. Executives were also being pulled into every cohort to meet new hires, which was unsustainable given their schedules.

Kennady went through the existing orientation as a new hire herself and documented every pain point in real time. She identified which content was genuinely informational versus which was just tradition, and where learner attention was dropping off completely.

A car-themed eLearning in Articulate Storyline covering credit union history, the bank vs. credit union distinction, and the organization's service mantra. A separate gamified word search for products and services, replacing a multi-hour vocabulary lecture with three progressive levels where clicking a term surfaces its definition before returning the learner to the game. Executive introduction videos in Canva so new hires still get face time with leadership without requiring C-suite calendars to align twice a month. People and Culture recorded their HR and policy content so every cohort received consistent information regardless of who was available that day.

Onboarding went from five days to three. The training specialist reclaimed two full days per cycle, which for the only trainer on staff is significant. Executives now join one consolidated breakfast per month instead of being scheduled into every two-week cohort. New hire feedback consistently highlights the videos and eLearning engagement as a standout part of their experience.