Designing an AR onboarding programme for the shop floor is both exciting and challenging. Done well, it can transform how new hires learn, dramatically reducing time to competency while improving consistency and reducing errors. Done poorly, it can become an expensive experiment that never scales.
This guide walks you through the key steps to design your first AR onboarding programme, from defining scope to measuring success.
Step 1: Define the scope and objectives
Before creating any content, clarify what you want to achieve:
Identify the target roles
Which roles will the AR onboarding programme serve? Common starting points include:
- Assembly operators
- Machine operators
- Warehouse pickers
- Maintenance technicians
- Quality inspectors
Select priority tasks
Within each role, identify the specific tasks that new hires must learn first. Focus on tasks that are:
- Performed frequently
- Procedural and repeatable
- Prone to errors during onboarding
- Critical to quality, safety or productivity
Set success metrics
Define how you will measure success:
- Time to competency (days/weeks to independent work)
- Error rate during onboarding
- Trainer hours per new hire
- New hire satisfaction and confidence
Step 2: Audit existing training materials
Before creating AR content, review what you already have:
- Paper SOPs and work instructions
- PDF manuals and training guides
- Video tutorials
- Trainer notes and checklists
Identify what is accurate, what is outdated and what is missing. This audit informs content creation and helps avoid duplicating effort.
Step 3: Design the learning journey
Structure the AR onboarding programme as a logical learning journey:
Sequence tasks appropriately
Arrange tasks in a sequence that builds skills progressively. Start with simpler tasks before moving to more complex ones.
Define milestones
Set clear milestones (e.g. "After week 1, new hires can independently complete tasks A, B and C"). Milestones provide structure and allow progress tracking.
Include assessments
Build in checkpoints where new hires demonstrate competencyâeither through AR-guided assessments or trainer sign-off.
Step 4: Create AR work instructions
With scope and structure defined, create the AR content:
Capture expert execution
Work with experienced operators to capture how tasks should be performed. Use AR devices to record steps, images and voice notes in the real work environment.
Structure content clearly
Organise each task into clear, sequential steps. Each step should include:
- What to do
- Where to do it (visual cues, overlays)
- What to check before moving on
Add tips, warnings and best practices
Include the practical knowledge that makes the difference between average and excellent executionâtips from experts, common mistakes to avoid, safety reminders.
Translate for multilingual teams
If your workforce speaks multiple languages, plan for translation from the start. Many AR platforms support multi-language content.
Step 5: Select and deploy devices
Choose the devices that fit your environment:
- Tablets: Easy to use, widely available, good for tasks where hands are free
- Smartphones: Similar to tablets, useful for quick-reference tasks
- Smart glasses: Hands-free operation, ideal for tasks requiring both hands or where carrying a device is impractical
Start with the devices you already have, then consider smart glasses for specific use cases.
Step 6: Pilot with a small group
Before rolling out broadly, pilot the AR onboarding programme:
- Select a small cohort of new hires (5â10)
- Provide brief training on using the devices and AR platform
- Track metrics: time to competency, errors, feedback
- Gather qualitative feedback from new hires and trainers
Use pilot results to refine content and process before scaling.
Step 7: Train trainers and supervisors
AR onboarding changes the trainer's role, but does not eliminate it. Trainers need to understand:
- How the AR system works
- How to support new hires who encounter issues
- When to intervene and when to let new hires learn independently
- How to provide feedback on AR content
Involve trainers early and treat them as partners in the programme.
Step 8: Launch and iterate
With pilot results validated, launch the AR onboarding programme more broadly:
- Communicate the rollout to operations, HR and leadership
- Provide ongoing support for devices and content
- Monitor metrics continuously
- Update AR content as processes, equipment or feedback evolve
AR onboarding is not a one-time projectâit is an ongoing capability that improves over time.
Common pitfalls to avoid
Watch out for these common mistakes:
- Scope creep: Trying to digitise everything at once. Start small and expand.
- Ignoring feedback: New hires and trainers will surface issues. Listen and act.
- Overcomplicating content: Keep instructions clear and concise. More is not always better.
- Neglecting change management: AR onboarding is a change initiative. Communicate, support and celebrate wins.
Getting started
Designing your first AR onboarding programme takes planning, but the payoff is significant: faster time to competency, fewer errors and a scalable training capability. Start with a focused pilot, measure results and build from there.
Learn more about AR training and onboarding for industrial teams or contact ActARion to discuss your onboarding programme design.