Let's talk about something that can make or break your employee retention—onboarding. A strong onboarding process isn’t just about paperwork; it’s about setting up new hires for long-term success. A great onboarding experience creates a sense of belonging, boosts morale, and ensures that new employees hit the ground running. In contrast, a poor onboarding process can leave them feeling lost, unprepared, and even questioning their decision to join your team. Let’s get into why onboarding is so crucial and how you can improve yours!
.png)
Why Onboarding Matters
- The first few weeks at a job are critical. Research shows that companies with strong onboarding processes improve new hire retention by 82% and productivity by over 70%.
- Employees who feel welcomed and well-trained are more likely to be engaged, which directly impacts company culture and overall performance.
- A poor onboarding experience can lead to early turnover, costing companies time and money to replace employees who leave—and all the other costs that come with employee turnover.
- Onboarding is not just about a checklist of activities—it’s an experience that sets the tone for an employee’s entire journey at a company. First impressions matter, and if new hires feel like an afterthought, they may disengage before they’ve had the chance to contribute meaningfully.
- Organizations that prioritize onboarding often see higher job satisfaction, better teamwork, and a stronger employer brand that attracts top talent.
Recruiting without retention is very expensive!
What Makes a Good Onboarding Program?
- Preparation Before Day One:
- Send a welcome email with a schedule, team introductions, and any required paperwork before their first day.
- Ensure their workspace, tools, and technology are ready so they can hit the ground running.
- Provide access to an onboarding portal or some easy to access source with key company information, FAQs, and introductory training modules.
- Consider sending a small welcome package or handwritten note to make new hires feel valued before they even step into the office.
- Structured First Week:
- Assign a mentor or buddy to help them navigate the company.
- Plan a mix of training, meetings, and hands-on work to keep them engaged.
- Introduce them to key team members and company culture.
- Make the first week interactive—host team lunches, Q&A sessions, and icebreakers to encourage relationship-building.
- Ensure new hires know where to go for help and whom to approach for different needs within the company.
- Clear Expectations & Goals:
- Define their role, objectives, and key performance indicators early on.
- Provide a 30-60-90-day plan to give them clear milestones.
- Have managers set up one-on-one meetings to discuss goals and answer any questions.
- Align onboarding with career development—help new hires understand potential growth paths within the company.
- Ongoing Support & Check-Ins:
- Regularly check in at 30, 60, and 90 days to address questions and provide feedback.
- Encourage open communication so new hires feel comfortable asking for help.
- Offer continuous learning opportunities through training sessions, mentorship, and resources.
- Gather feedback on the onboarding experience and refine the process based on new hire input.
Employee turnover is expensive but retention without engagement is even worse!
Common Mistakes to Avoid
- Information Overload: Bombarding new hires with too much too soon can be overwhelming. Spread training out over time.
- Lack of Engagement: A dull onboarding process that’s just paperwork and policies won’t make them feel excited about their new role.
- Ignoring Feedback: Ask for input on the onboarding experience and make improvements based on their responses.
- Neglecting Company Culture: If onboarding focuses only on tasks and doesn’t immerse new hires in the company’s values, they may struggle to integrate into the team.
- Unclear Role Definition: New hires need to understand what success looks like in their position. If expectations are vague, it leads to confusion and disengagement.
- One-Size-Fits-All Approach: Different roles require different types of onboarding. Customize training based on job function, experience level, and even individual needs when possible.
Final Thoughts & Takeaways
A great onboarding experience leads to higher retention, better engagement, and stronger company culture. If you haven’t reviewed your onboarding process in a while, now is the time to make improvements. Remember, onboarding isn’t just about a new hire’s first day—it’s about their long-term success at your company. Investing in onboarding (and that’s what good onboarding is—an investment) pays off in the form of happier, more productive employees who are eager to contribute and grow with your organization. Don’t leave it to chance—design an experience that makes new hires excited to be part of your team.
Keep building great teams one properly onboarded hire at a time!
Subscribe to the BR1 podcast on YouTube, Apple Podcasts, or Spotify.
