How to Write Non-Boring Onboarding Materials
July 21, 2025
Dear Mr. Higgonbottom,
Our onboarding materials are so boring, new hires look glazed over by page two. How do we write policies that people will actually read?
— First-Day Flop
Dear First-Day Flop,
Onboarding isn’t just about filling out forms and watching videos. It’s the first real impression new employees get of your company. And if your onboarding materials are dull, confusing, or overly formal, you’re missing the opportunity to connect with, inspire, and energize your new team members.
So how do you turn the usual policy PDFs into something people actually want to read? Here are some guidelines:
Tell a story.
People remember stories, not bullet points.
Instead of a list of company policies, use short anecdotes or real-life examples. If your culture encourages innovation, for example, share a brief story about a junior team member who suggested an idea that made it to market.
Stories humanize your company and help new hires see themselves having an active role.
Highlight real people.
Onboarding should feel like a welcome.
Include messages from real team members, short bios of coworkers, or fun facts about leaders.
Videos, casual team photos, or fun elements like a quick “Meet the Team” game help make new hires feel connected
Keep it manageable.
Don’t overload new hires with everything on day one. Break the materials into smaller modules or timelines.
What do they need to know right away? What can wait a week or two?
Layering information helps prevent overwhelm and increases retention.
Give it a dynamic design.
The visual presentation of your materials matters more than you think.
Nobody wants to read a wall of text. Use clean layouts, appealing colors, bold headings, icons, and even infographics. Subheads and short paragraphs help readers scan and digest information faster.
Use your brand voice.
Your onboarding materials should reflect your brand’s tone and personality.
If your company culture is casual and friendly, the materials should sound like it.
Skip the corporate jargon. Use simple, conversational language and don’t be afraid of some humor (if appropriate) or an emoji or two.
Make it interactive.
Consider making your materials interactive (like a digital handbook or microsite) rather than just a downloadable PDF.
People learn better when they can engage with the content.
Try adding elements like quizzes, clickable learning paths, or “choose your own adventure” experiences where employees can explore based on their role or interests. Even simple things like embedded videos or pop-up tips can boost attention and retention.
To take it a step further, you can even turn onboarding into an interactive game-like journey with points, levels, badges, and missions to complete. Companies like Cisco and Deloitte have used simulations, role-base challenges, and interactive quests to teach systems and culture in a fun, memorable way.
Get creative.
For inspiration, look to these and other examples of standout onboarding materials:
- Airbnb offers personalized “pre-boarding” kits tailored to the company culture and specific role.
- Netflix gives new team members a “culture deck” and a conversational handbook.
- Nike and L’Oreal, among others, distribute curated top-tier swag kits with high-value company products that also reflect brand culture (like wellness for L’Oreal).
Ask for feedback.
Finally, the best way to improve your onboarding content is to ask new hires what they think.
What was helpful? What was boring? What did they skip? What suggestions do they have for improvement?
Use those insights to make your materials better with every update.
Great onboarding isn’t just about information — it’s your first chance to build connection, spark enthusiasm, and show new hires they’ve joined a company that truly cares.
Happy onboarding!
