Research shows that employees who experience great onboarding are 69% more likely to stay with the company for three years. Yet many organizations still treat onboarding as a paperwork exercise rather than a strategic opportunity.
The Cost of Poor Onboarding
When onboarding fails, the consequences ripple through the organization: longer time-to-productivity, lower engagement, higher early turnover, and damaged employer brand. The cost of replacing an employee who leaves in the first year can exceed 200% of their salary.
Elements of Effective Onboarding
Pre-boarding
Onboarding starts before day one. Send welcome communications, complete paperwork electronically, and prepare their workspace. Make new hires feel expected and valued before they arrive.
First Day Experience
The first day sets the tone. Ensure technology works, introductions are scheduled, and the new hire has meaningful work to do. Avoid death by paperwork.
First Week
Focus on building relationships, understanding the role, and quick wins. Assign an onboarding buddy and schedule regular check-ins with the manager.
First 90 Days
Extend onboarding beyond the first week. Create a structured 30-60-90 day plan with clear milestones, ongoing training, and regular feedback conversations.
Measuring Onboarding Effectiveness
Track metrics like time-to-productivity, new hire satisfaction, and retention at 90 days and one year. Survey new hires at multiple points to identify improvement opportunities.
Technology-Enabled Onboarding
Modern onboarding platforms can automate workflows, deliver consistent content, and provide visibility into onboarding progress. However, technology should enhance—not replace—human connection.
Customizing for Different Roles
One-size-fits-all onboarding rarely works. Tailor the experience based on role level, function, and location while maintaining consistent core elements.
