Starting Employees Off on the Right Foot
When a new hire walks through the door (physical or virtual) on their first day, their journey with the company truly begins. This initial phase is about much more than paperwork and office tours, it’s the foundation of that employee’s future performance, engagement, and tenure. In fact, organizations with well-planned onboarding see dramatic benefits: one study found that a strong onboarding process improved new hire retention by 82% and boosted productivity by over 70%. Conversely, poor onboarding can be costly. One in three new hires will leave their job within the first 90 days if the experience falls short. These numbers underscore why onboarding isn’t just an HR formality, it’s a make-or-break investment in long-term success.
A robust onboarding program ensures employees feel welcomed, prepared, and connected from day one. This is critical across all industries and roles, whether you’re bringing a software developer into a tech startup or a floor manager into a manufacturing plant. HR professionals, CISOs, business owners, and enterprise leaders alike have a stake in effective onboarding. From an HR perspective, it sets the tone for engagement and retention. From a security perspective (a focus for CISOs), onboarding is the time to instill critical compliance and cybersecurity practices. For business leaders, great onboarding drives faster productivity and protects the hefty investment made in recruiting talent. In the sections that follow, we’ll explore the key reasons a strong onboarding program pays off, what it entails, and how to do it right for sustained employee success.
The High Stakes of Onboarding
Employee onboarding is not just a bureaucratic hurdle, it’s a critical window that can determine whether a new hire flourishes or flounders. Done poorly, onboarding can undermine a promising hire’s confidence and commitment. Research by Gallup found that only 12% of U.S. employees strongly agree their company does a great job of onboarding. That means the vast majority of organizations are missing the mark, and they often pay the price through higher turnover and lower morale. Nearly 20% of employees say their most recent onboarding was either outright bad or non-existent. For employers, that’s a serious red flag, a bad onboarding experience can plant seeds of doubt, disengagement, or even prompt the new hire to quit soon after starting.
The cost of getting onboarding wrong is steep. Early turnover is expensive; consider that replacing an employee can cost the company several months’ worth of that employee’s salary in recruiting and training expenses. It typically takes around 24 days and $4,000 to hire a replacement worker, and that’s not counting intangible costs like lost productivity or team disruption. What’s more, 37.9% of employees who leave a company do so within their first year, with two-thirds of those departures happening in the first six months. Often, these early exits are tied to unmet expectations, lack of support, or poor cultural fit, issues a good onboarding program can proactively address. In short, organizations literally cannot afford to neglect onboarding. As one HR survey noted, 88% of employees don’t believe their employer onboarded them well, yet high-quality onboarding is proven to improve retention, engagement, and even safety records. The stakes are high, but the message is clear: if you want to keep your hard-won talent, you must start them off right.
Benefits of a Strong Onboarding Program
A thoughtful onboarding program yields substantial benefits for both the employee and the organization. It’s not just about short-term orientation, the positive effects ripple out over the employee’s entire tenure. Key benefits include:
- Higher Retention Rates: Perhaps the most tangible benefit is improved retention. Employees who experience great onboarding are far more likely to stay loyal to the company. Nearly 69% of employees say they are more likely to remain with a company for three years or more when their onboarding experience was positive. This makes sense, when new hires feel welcomed, prepared, and supported from the start, they develop a stronger commitment to the organization. In fact, a well-known Glassdoor study by the Brandon Hall Group found new hire retention was 82% higher at organizations with a strong onboarding process. By contrast, weak onboarding can drive new talent out the door; first impressions matter, and employees who feel neglected early on often start updating their résumés.
- Faster Time to Productivity: A structured onboarding program helps new employees ramp up to full productivity faster. By providing clear role training, resources, and guidance, onboarding shortens the learning curve. The Brandon Hall Group study noted above also saw over 70% improvement in new-hire productivity with effective onboarding. When people know what’s expected and have the tools to do their jobs, they can contribute meaningfully in a shorter time. Some companies even quantify this: for example, the Society for Human Resource Management (SHRM) found that standardizing onboarding can lead to new hires being 50% more productive in their first months on the job. Ultimately, faster productivity means a quicker return on the investment of hiring and training.
- Enhanced Engagement and Job Satisfaction: Onboarding sets the tone for an employee’s engagement. A warm welcome, exposure to company culture, and early accomplishments all build a sense of belonging. When onboarding is done well, employees feel more connected and motivated. One Gallup analysis showed that employees who had exceptional onboarding experiences were 2.6 times more likely to be extremely satisfied with their workplace, and overwhelmingly reported having “the best possible job”. Engaged employees are not only less likely to quit, they also tend to be more productive, provide better customer service, and have lower absenteeism. In short, investing in onboarding improves the employee experience, which translates into a more positive and productive workforce.
- Stronger Cultural Alignment: A strong onboarding program immerses new hires in the company’s culture and values early. This helps them internalize “how things are done” and what behaviors are expected. Over the long term, that cultural alignment yields employees who make decisions and take actions consistent with the organization’s mission. According to SHRM, effective onboarding can build loyalty and commitment by reinforcing the company’s dedication to the employee’s growth and showing how their role connects to the broader vision. New hires who understand and embrace the culture become cultural ambassadors themselves, strengthening team cohesion. They also tend to have a more positive attitude toward their employer, in one survey, 78% of employees said onboarding programs gave them a favorable impression of their organization and increased their engagement on the job.
- Reduced Mistakes and Compliance Issues: Onboarding is also the time to cover critical policies, procedures, and compliance training, including security protocols. Especially for CISOs and IT leaders, this is a vital benefit. Teaching new employees about data security, privacy rules, and industry regulations from day one helps prevent costly errors or breaches later. For example, covering acceptable IT use policies, password management, and phishing awareness during onboarding greatly reduces the risk that a novice employee will inadvertently create a security vulnerability. Similarly, onboarding that reviews safety procedures in a manufacturing setting can avert accidents. When employees understand the rules of the road early, they are less likely to run into trouble that could harm the company.
In summary, a strong onboarding program drives higher loyalty, better performance, and fewer problems down the line. It creates a workforce that is engaged, well-trained, and aligned with organizational goals, the ideal recipe for long-term success.
Key Components of an Effective Onboarding Program
What does a “strong” onboarding program actually look like in practice? It goes far beyond handing out an HR manual and a checklist on day one. Effective onboarding is a comprehensive, structured process that unfolds over days, weeks, and even months. Here are the essential components that help set up employees for success:
- Preboarding (Before Day One): Onboarding should begin before the new hire’s first official day. Preboarding might include sending welcome emails or a “new hire welcome kit,” providing access to an onboarding portal, or even assigning a buddy to reach out. The goal is to make the person feel anticipated and prepared. Some companies share an agenda for the first week, parking information, org charts, or a welcome video. Preboarding reduces first-day jitters and ensures logistical details (like paperwork or IT setup) are handled in advance. For instance, Facebook is famous for its “45-minute rule,” ensuring all accounts and equipment are ready so that new employees can start working within 45 minutes of arrival. That kind of preparation demonstrates to new hires that the company is organized and excited for their arrival.
- Formal Orientation and Paperwork: The initial orientation is where new employees get introduced to the organization’s structure, policies, and key people. It often includes a welcome from leadership, an HR overview of benefits and company policies, facility tours, and mandatory paperwork (tax forms, IDs, system logins, etc.). While necessary, this administrative side of orientation should be streamlined and not overwhelming. Many organizations automate forms and use digital onboarding systems to simplify this step. It’s important during orientation to also cover compliance and security training, for example, reviewing data protection policies, safety guidelines, or industry-specific regulations. Given that 58% of companies admit their onboarding skews heavily toward processes and paperwork, a great program ensures these basics are covered efficiently, leaving room for more engaging activities.
- Role-Specific Training and Resources: A core part of onboarding is equipping the new hire with the knowledge and skills to do their job well. This includes explaining their job responsibilities, providing initial training on tools or software, and giving access to standard operating procedures or documentation. It’s helpful to have a 30-60-90 day plan or similar roadmap that outlines learning goals and early project milestones. During this phase, scheduling one-on-one time with the direct manager is critical, the manager should clarify performance expectations and success metrics. Gallup’s research shows managers who take an active role in onboarding have a huge impact: when managers are highly involved, new hires are 3.4 times more likely to report their onboarding was successful. So, manager check-ins and feedback in the first weeks are key components of a strong onboarding program.
- Cultural Integration: Onboarding is the new hire’s first real taste of the company culture, so it should be designed to immerse them in it. This can involve sharing the company’s history, mission, and values not just in a presentation, but through experiences. Encourage team lunches, informal meet-and-greets, and storytelling about “how we work here.” Many employees report that the people aspect, forming social connections, is the most valuable part of onboarding. Simple gestures like team welcome lunches or assigning a mentor go a long way. Some organizations assign a buddy or mentor to each newcomer as a go-to person for questions and guidance. Team-building activities are also effective: for example, Suffolk Construction invites new entry-level hires to participate in unique team exercises (like rowing a river together) to build camaraderie from day one. The goal is to help newcomers feel they belong and see the company’s values in action.
- Ongoing Checkpoints and Development: Onboarding doesn’t end after the first week or even the first month. The most effective programs extend over several months up to a year, with periodic check-ins and continued development opportunities. This might include 30-day, 60-day, and 90-day check-in meetings to review the employee’s comfort level, answer questions, and gather feedback on their experience. These checkpoints allow the company to address any issues early and demonstrate continued support. It’s also beneficial to offer training beyond initial job tasks, for instance, sessions on career development, cross-department meet-and-greets, or refresher trainings on advanced tools. Remember, it can take around 12 months for a new employee to reach full performance potential in a role. By treating onboarding as a year-long journey rather than a one-day event, companies nurture continuous growth. Unfortunately, only 43% of employees say their onboarding lasted longer than a single day of orientation. A strong program avoids the “sink or swim” approach by providing support well into the employee’s first year.
- Technology and Tools Setup: A frequently overlooked but important component is ensuring all necessary tools, accounts, and workspace needs are ready for the new hire. There’s nothing more frustrating for a new employee than spending their first week unable to log in to systems or waiting on a computer setup. Yet surveys show 43% of new hires have had to wait over a week for essential work tools or access, and some even lacked their needed tools two months in. Effective onboarding programs involve IT and facilities teams in advance to prepare laptops, software accounts, building access, etc., so that from Day One the employee can focus on learning and doing their job. This not only boosts productivity but also signals professionalism and respect for the new hire’s time.
By covering these components, preboarding, orientation, training, culture, continuous support, and logistics, an onboarding program can comprehensively set up an employee for success. It ensures that by the time “new” hires are fully embedded in their roles, they feel confident, knowledgeable, and connected, rather than adrift. Each element works together to answer the new hire’s pressing questions: Do I feel welcome? Yes. Do I understand my job and how to succeed? Yes. Do I see how I fit in here? Yes! Achieving those outcomes is the hallmark of effective onboarding.
A strong onboarding program doesn’t just create a positive first week, it has lasting effects on an employee’s trajectory and the organization’s overall performance. Perhaps the most obvious impact is on employee retention. We’ve mentioned that good onboarding dramatically improves the odds that an employee stays for years. Let’s put that into perspective: an employee who has a poor onboarding experience may already have one foot out the door. In fact, about 70% of new hires decide whether they feel “at home” in a job within the first month, and nearly 30% decide in the first week. This means employers have a very short window (roughly the first 44 days) to win over a new hire and influence their long-term decision to stay. A strong onboarding program seizes this window, whereas a weak one can squander it. It’s telling that up to 20% of employee turnover occurs in the first 45 days, a statistic that aligns with the notion that early impressions are critical.
Over the long haul, the differences between employees who were onboarded well and those who weren’t become stark. Those who felt supported from day one tend to be more engaged, continue to seek growth opportunities, and often advance into high-performing contributors or leaders. By contrast, employees who never got a solid grounding may struggle with lower confidence and attachment to the company, making them more susceptible to leaving for another opportunity. A study by BambooHR found that employees who felt they had effective onboarding were 18 times more likely to feel committed to their organization’s future. That kind of commitment translates into reduced turnover and a stronger internal talent pipeline for the company.
The performance implications are also significant. Well-onboarded employees reach full productivity faster and often exceed expectations because they were given the tools and knowledge to excel. Consider an employee who, through onboarding, clearly learned how their role contributes to the company’s mission, they are likely to be more proactive and aligned in their work. Gallup notes that employees with “exceptional” onboarding felt a greater sense of belonging and clarity about success, which in turn boosts performance outcomes. There’s also an impact on innovation and problem-solving: a new hire who has been encouraged to ask questions, given mentors, and exposed to big-picture strategy in onboarding will be more confident in bringing ideas to the table later on.
Another long-term effect is on company culture and employer brand. Employees who have a strong start often become vocal advocates for the company. They’ll speak positively about their workplace to peers, which aids recruitment and employer reputation. There’s evidence that employees who enjoyed their onboarding are far more likely to recommend their company to others and even help attract new talent. In contrast, a new hire who felt misled or unsupported might quickly voice their dissatisfaction on social networks or review sites, which can deter future candidates. From a leadership perspective, investing in onboarding is an investment in human capital that pays dividends in loyalty, performance, and brand image.
One interesting insight is how onboarding can influence an employee’s future development within the organization. If the onboarding process includes mapping out a career path or discussing development opportunities, it plants the seed that the company is invested in the employee’s growth. This can motivate the individual to pursue internal training, stretch assignments, or promotions down the line, rather than looking elsewhere for advancement. In the long run, that means higher internal promotion rates and lower external hiring costs for the company. Onboarding is essentially the first step in an employee’s development journey; getting it right sets a precedent for continuous learning and support.
In summary, the effects of onboarding are enduring. Employees set up for success early will often stay longer, perform better, and contribute more. They become the seasoned team members and leaders who drive the organization forward. As the old saying goes, “well begun is half done.” Nowhere is that more true than in onboarding: by beginning the employer–employee relationship on a strong footing, you are halfway to securing a long, productive partnership.
Best Practices and Real-World Examples
Designing and executing a top-notch onboarding program may sound like a big undertaking, but many organizations have found creative ways to make onboarding both effective and memorable. Here are some best practices and real-world examples that illustrate how companies set their new hires up for long-term success:
- Make It Welcoming and Personal: A common best practice is to ensure each new hire feels personally welcomed. This can be as simple as having their workstation ready with a welcome note or swag, or announcing their arrival to the team so everyone greets them. One tech company example comes from Google, which long ago introduced the idea of “Noogler” onboarding for new Googlers, each Noogler gets a peer “buddy” and even a colored propeller hat to signify they’re new, signaling to others to help them out. While the hat is whimsical, the underlying practice of assigning a buddy/mentor is widely emulated because it works. New hires with a buddy are often more productive and integrated; they have someone to turn to for the “dumb” questions and to make introductions.
- Blend Structured Learning with Interactive Experiences: Effective onboarding often uses a mix of training formats to keep new hires engaged. Traditional presentations or e-learning modules are important for conveying information, but they can be dense. Many companies break this up with interactive activities. For instance, some firms use gamified onboarding modules or scavenger hunts that encourage new hires to explore the office (or the intranet for remote employees) in a fun way. Bedgear, a performance bedding manufacturer, takes an innovative approach: they send new hires on a walking tour of local stores (like Warby Parker and Samsung) that excel in customization, to reinforce Bedgear’s own customer-centric values in a tangible way. This hands-on experience makes the company’s principles concrete and memorable. The best practice here is to avoid overloading newcomers with only processes and policies, mix in team-building exercises, Q&A sessions, and real-world observations.
- Ensure Early Wins: Another best practice is structuring onboarding to give new employees a sense of accomplishment early. This might mean assigning a manageable project or task in the first week that they can complete and feel proud of. It’s motivating for a new hire to end week one thinking, “I’ve already contributed something!” It could be as simple as solving a small bug in code, making a sales call, or drafting a first blog post, relevant to their role. Celebrating these early wins (even just with team recognition in a meeting) boosts confidence. It also reinforces that the person was a good hire, as they’re already adding value. This approach combats the common new-hire feeling of “impostor syndrome” and replaces it with a sense of capability and belonging.
- Leverage Technology for Consistency: Especially in large enterprises or those with distributed teams, using technology in onboarding is a best practice to ensure consistency. Many organizations utilize onboarding software or learning management systems that provide a standardized curriculum of videos, quizzes, and resources for all new hires. This ensures everyone gets the same core information about the company and their benefits, regardless of location. For example, remote onboarding has become crucial in recent years, companies now hold live video orientations and virtual meet-and-greets to replicate the in-person welcome for remote staff. One survey found that 26.5% of HR professionals feel that lacking onboarding technology is a gap in their program, and many plan to implement onboarding tech to improve the experience. Even simple tools like checklists and automated reminder emails can keep the onboarding process on track and prevent anything from falling through the cracks.
- Solicit Feedback and Continuously Improve: Leading organizations treat onboarding as a process to be refined. They solicit feedback from new hires about what worked and what didn’t. This can be done through surveys at the 1-month or 3-month mark. For instance, LinkedIn reportedly asks new employees for feedback on their onboarding experience as part of its continuous improvement. By listening to new hires, you might discover that certain trainings are ineffective or that new employees wish they had more interaction with their managers early on. Then you can adjust the program for the next cohort. Measuring onboarding success is also important, yet only about 53% of employers even know how to assess whether their onboarding is effective. Best-in-class programs define metrics (like 90-day retention rates, time to full productivity, or new hire satisfaction scores) and track them. This data-driven approach allows the onboarding program to evolve and stay aligned with what employees and the business need over time.
- Executive Involvement and Cross-Functional Exposure: A final best practice is involving leadership and multiple departments in the onboarding process. When executives or senior leaders take time to meet with new hires (even briefly), it sends a powerful message about the company culture and the value placed on each employee. Some companies have the CEO or department VPs join part of the orientation to welcome newcomers or answer questions. Additionally, giving new hires exposure beyond their immediate team is beneficial. Arrange for them to sit in on an interdepartmental meeting or shadow a colleague in a different role for a day. This broad perspective helps them understand the business as a whole and where they fit in. It breaks down silos from the start and often sparks collaboration. For example, an insurance company might have new hires spend an hour each with underwriting, claims, and sales departments to see the full customer lifecycle. Such cross-functional onboarding helps build a network for the new employee and a holistic understanding of the company’s operations.
These examples and practices highlight that effective onboarding is intentional and creative. Companies that excel in onboarding don’t treat it as a checklist chore; they infuse it with culture, humanity, and strategic planning. Whether it’s a fun team activity, an insightful executive talk, or simply a well-thought-out training schedule, every touchpoint in onboarding is an opportunity to reinforce to the new hire: We’re thrilled you’re here, and we’re investing in your success. That sentiment, when genuinely delivered, yields employees who are equally invested in the company’s success for the long run.
Final Thoughts: Building a Foundation for Success
In the grand scheme of an employee’s career, the onboarding period may seem like a small blip, just a few days or weeks at the start of a hopefully long tenure. But as we’ve explored, those early experiences have an outsized influence on the trajectory that follows. A strong onboarding program is not a “nice to have” but a critical foundation for long-term success. It’s the soil in which the seeds of talent are planted; with the right nutrients (training, support, culture, clarity), those seeds will grow deep roots and flourish. Without that foundation, even a highly skilled new hire can wither from confusion, disengagement, or misalignment.
For HR professionals, this means dedicating the effort and resources to make onboarding a structured, thoughtful process. For CISOs and compliance leaders, it means seizing the onboarding window to instill best practices that safeguard the organization. For business owners and executives, it means viewing onboarding as an investment with measurable returns in performance and retention, not as a cost center. The evidence is overwhelming: companies that do onboarding well reap benefits in employee retention (saving significant turnover costs) and see higher productivity and engagement that affect the bottom line. On the flip side, neglecting onboarding can quietly erode an organization’s talent base over time, through unwarranted turnover and underperforming teams.
No matter the industry, be it tech, healthcare, finance, manufacturing, or government, the core principles of effective onboarding remain universal. People want to feel welcomed, prepared, and valued when they start a new job. They want to understand how they can succeed and how their work matters. When those needs are met, employees respond with loyalty and effort that drive long-term success for both themselves and their employer. The first step on that journey starts with onboarding. By building a strong onboarding program, organizations set every new employee (and by extension, the company itself) on the path to thrive together for years to come. In essence, onboarding is not just about the first day, it’s about every day that follows, and getting it right is one of the best strategic moves an organization can make for its future.
FAQ
Why is onboarding so important for employee success?
Onboarding shapes a new hire’s first impression and can determine whether they stay or leave. A strong program improves retention by 82%, boosts productivity by 70%, and builds long-term engagement.
What are the key benefits of a strong onboarding program?
Benefits include higher retention rates, faster time to productivity, improved engagement, stronger cultural alignment, and reduced mistakes or compliance issues.
What are the essential components of an effective onboarding program?
Effective onboarding includes preboarding, orientation, role-specific training, cultural integration, ongoing support, and ensuring all tools and resources are ready from day one.
How long should onboarding last?
The most effective programs extend well beyond the first week, often lasting several months to a year, with ongoing check-ins, training, and development opportunities.
How can companies make onboarding more engaging?
Organizations can mix structured learning with interactive experiences, assign mentors or buddies, provide early wins, use onboarding technology, and gather feedback to continuously improve the process.
References
- SHRM, Onboarding Guide: Quality onboarding is crucial for new employees’ long-term success and can significantly impact their experience and retention. SHRM, Employee Onboarding Guide.
https://www.shrm.org/topics-tools/topics/onboarding.
- Gallup, 8 Tips for Better Onboarding: Unfortunately, only 12% of employees rate their company’s onboarding highly; exceptional onboarding triples the likelihood of them feeling they have the best job. Gallup Workplace Insights. https://www.gallup.com/workplace/353096/practical-tips-leaders-better-onboarding-process.aspx.
- Panopto, Video Onboarding Impact: Research shows a strong onboarding process can improve new hire retention by 82% and productivity by 70%. Panopto Blog. https://www.panopto.com/blog/how-onboarding-with-video-impacts-retention-and-productivity/ .
- Appical, Onboarding Statistics 2025: Companies with good onboarding report 82% higher new-hire retention and 69% of employees will stay 3+ years if onboarding is positive. Appical Resources Blog. https://www.appical.com/resources/blog/employee-onboarding-statistics.
- Enboarder, Onboarding Trends 2024: One in three new hires leaves in the first 90 days, while 70% decide if they’ll stay within the first month, underscoring onboarding’s importance. Enboarder Blog. https://enboarder.com/blog/employee-engagement-onboarding-stats/.
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