Elkie Clinton Enterprises

07/22/2026

Here is an article I wrote and posted on LinkedIn. Times are changing. The way we learn is changing. How do you adjust and advance?

Some of my recent thoughts as we see the market shift.

01/16/2026

Most onboarding processes weren’t designed.
They were inherited.
A little was added here.
A checklist was created there.
And over time, it became “the way we do things.”
The problem?
New hires are left piecing together expectations, priorities, and how success is actually measured.
When onboarding lacks clarity, leaders often respond with:
• More meetings
• More documents
• More follow-ups
But the real fix is stepping back and asking:
Is our onboarding process actually working the way we think it is?
This is why I offer an Onboarding Audit—to help organizations clearly see what’s working, what’s broken, and where confusion is quietly slowing things down.
💬 I’m curious—what do you think causes the most friction in onboarding?
A) Unclear expectations
😎 Inconsistent processes
C) Too much information at once
D) No clear ownership
Drop a letter in the comments.

01/16/2026

Onboarding shouldn’t rely on new hires “figuring it out.” Clarity should be built into the process.

01/14/2026

One of the biggest onboarding failures I see in organizations has nothing to do with people—and everything to do with unclear ownership.
When multiple teams touch the same process but responsibilities aren’t explicitly defined, delays and confusion are inevitable.
Strong onboarding doesn’t start on Day 1.
It starts with role clarity, aligned deadlines, and documented handoffs before delivery ever begins.
If your teams are constantly “figuring it out as they go,” that’s not agility—that’s a process gap.

01/08/2026

Most onboarding problems aren’t caused by new hires.
They’re caused by leaders who never clarified ownership.
If a process requires 3+ teams to touch it and no one can clearly answer:
– Who owns it before delivery
– Who runs it during ex*****on
– Who closes it out after
…then the process is already broken.
And no amount of “working harder” will fix that.
I’ve seen smart, capable teams miss deadlines simply because responsibilities were assumed, not defined.
So here’s the real question ⬇️
When onboarding or enablement fails in your organization, what’s usually to blame?
A) People not doing their jobs
😎 Poor documentation
C) Unclear ownership between teams
D) Unrealistic timelines
Drop the letter—and why—in the comments.

01/08/2026

Be honest:
When a new hire struggles in their first 30–60 days, what’s the first assumption?
👉 “They’re not picking it up fast enough.”
But in most cases, the real issue is this:
The onboarding process was never designed to support success.
I see this all the time—smart, capable employees entering roles with:
• Unclear expectations
• Inconsistent handoffs
• Too much information and not enough direction
That’s where an onboarding audit comes in.
An onboarding audit helps you identify what’s working, what’s broken, and where confusion is quietly costing you time, productivity, and retention.
💬 I’m curious—what do you think hurts onboarding the most right now?
A) Lack of clarity
😎 Too many tools/processes
C) No real ownership
D) “We’ve always done it this way”
Drop a letter in the comments.
If you’re ready to take a clear, honest look at your onboarding experience, comment AUDIT or DM me to learn more.

09/09/2023

🤝 Creating a Memorable First Impression 🤝

Welcoming new hires is more than just a formality; it's the foundation for success! How does your company currently welcome new hires? Check out some suggestions below.

Get-to-know-you activities such as Ice Breakers. The first day can be nerve-wracking for some so doing an activity that allows them to participate and engage with some co-workers not only relaxes them but allows them to know key resources at the company.

1. Name Games: Start with a simple round of introductions where each new hire shares their name, role, and an interesting or fun fact about themselves. This helps everyone learn names and creates an instant connection.

2. Two Truths and a Lie: Each new hire shares two true statements and one false statement about themselves. Their colleagues then guess which one is the lie, encouraging conversation and laughter.

3. Scavenger Hunt(In-person): Organize a scavenger hunt around the office. Create a list of items or places new hires need to find or tasks they need to complete. It's a fun way to familiarize them with the workspace.

4. Office Bingo(In-person): Create bingo cards with different office-related activities or objects (e.g., "Someone wearing glasses," "Visited the breakroom"). New hires can play by trying to complete rows or columns by interacting with their colleagues.

5. Team-building Exercises(In person): Engage new hires in team-building activities like building a tower with office supplies or solving a problem together. This fosters collaboration and communication.

6. Lunch or Coffee Break: Arrange a group lunch or coffee break where new hires can socialize with their colleagues in a more relaxed setting.

7. Office Tour: Organize a guided office tour, highlighting key areas like the kitchen, meeting rooms, and restrooms. It helps new hires feel more comfortable navigating the office.

8. Bucket List Activity(both in-person and virtual): Have new hires create a "career bucket list" by writing down what they hope to achieve during their time at the company. It's a great conversation starter and encourages goal setting.

9. Trivia Quiz(great virtual option): Prepare a trivia quiz with questions related to the company's history, values, or products. It helps new hires learn more about the company in an engaging way.

10. "Life Timeline" Activity: New hires draw a timeline of their lives, marking significant events and milestones. This activity allows colleagues to get to know each other on a deeper level.

Remember that the goal of these icebreakers is to create a positive, inclusive, and welcoming atmosphere. Tailor the activities to suit your company culture and the personalities of your new hires. Icebreakers can set a positive tone for the new hires' experience and help them build connections with their colleagues from day one.

07/20/2023

One of the top questions new employees ask on their first day…”Who do I go to if I have any questions?” Many new employees feel lost on their first day of work and want a point person they can tap into. Does your business assign a point person or institute a buddy system for new employees within their first 30 days?

07/19/2023

One of the challenges according to a Harvard Business Review article from 2022 is that...
"Poor onboarding can leave your employees with lower confidence in their new roles, worsened levels of engagement, and an increased risk of jumping ship when they see a new, more exciting position elsewhere."

Poor onboarding can leave your employees with lower confidence in their new roles, worsened levels of engagement, and an increased risk of jumping ship when they see a new, more exciting position elsewhere. On the other hand, companies that implement a formal onboarding program could see 50% greater...

07/19/2023

What are some challenges new hires face within their first 30 days? For the next few days I will post what some of those challenges are. You may be surprised by some.