How to Make New Hires Operational 2x Faster with Simulation-Based Learning

Onboarding is one of the most critical—yet often underestimated—drivers of business performance. While many organizations invest heavily in recruitment, the real challenge begins after hiring: helping new employees become productive, confident, and aligned as quickly as possible.

In our recent webinar, we explored how companies can accelerate this process—by up to 2x—using simulation-based learning.

The hidden cost of traditional onboarding

For most organizations, onboarding takes 3 to 6 months before new hires are fully operational. At the same time:

• 30% of new hires leave within the first 90 days
• Managers spend significant time training and supporting new employees
• Delays in productivity directly impact business performance

Despite this, onboarding programs still tend to focus heavily on:

• Processes and documentation
• Presentations and formal training
• Knowledge transfer through managers

While necessary, these approaches miss a key element: experience.

The 70-20-10 gap in onboarding

Research shows that:

• 10% of learning comes from formal training
• 20% from social interactions
• 70% from hands-on experience

Yet most onboarding programs focus primarily on the first two.

This creates a gap between knowing and doing—slowing down time to performance.

Why experiential learning changes the game

Simulation-based learning brings the missing 70% into onboarding.

By placing new hires in realistic business scenarios, they can:

• Make decisions and immediately see the impact
• Understand cross-functional business dynamics
• Test strategies in a risk-free environment
• Learn from mistakes without real-world consequences

The result is a faster, deeper, and more engaging learning experience.

Studies and client results show that this approach can:

• Reduce time to productivity by up to 50%
• Improve proficiency speed by up to 33%
• Increase new hire contribution by up to 70%

What does a business simulation look like?

A business simulation works like a flight simulator for decision-making.

Participants take on the role of running a company and must decide:

• Where to invest
• How to position their offer
• Which strategic priorities to focus on

Each decision directly impacts performance, creating a continuous loop of:
decide → see results → adapt

This hands-on approach helps participants build both skills and confidence—fast.

Real-world applications

Global electronics company

• 3-day onboarding program using simulations
• Hundreds of new hires trained each year
• Results: faster transition to operational roles, stronger alignment, higher engagement

L’Oréal – Recruitment & onboarding at scale

• Simulation-based challenge across top business schools
• Thousands of participants worldwide
• Used to identify and recruit top talent

Flexible, scalable, and adaptable

Simulation-based onboarding can be tailored to fit different needs:

• Duration: from half-day sessions to multi-day programs
• Format: in-person, online, or hybrid
• Audience: from small teams to global cohorts
• Customization: from ready-to-use simulations to fully company-specific experiences

Final takeaway

If onboarding is meant to make new hires truly operational—not just informed—then experience is essential.

By integrating simulation-based learning, organizations can:

• Accelerate time to performance
• Improve engagement and retention
• Build stronger, more aligned teams from day one

Want to explore how this could work for your onboarding programs?
Get in touch with our team to discuss your needs.