Take this onboarding quiz to find out if your current onboarding program empowers new hires.
How Onboarding Shapes Employee Retention
Most companies treat onboarding like a box to check off, rushing through basic paperwork and calling it a day. But here’s the thing: those first few weeks and months can make or break an employee’s entire journey with your company. It’s the difference between someone who sticks around to do their best work and someone who’s already updating their LinkedIn profile by week three. Check out some of these FAQs.
Does onboarding really affect how long employees stick around?
Yes, dramatically. Think of onboarding like the first few dates in a relationship – if they’re awkward and confusing, you probably won’t stick around for long. Good onboarding creates a foundation of trust and competence that makes people want to stay and grow with the company.
What’s the most expensive onboarding mistake companies make?
Treating onboarding like a one-day activity. Many companies ruin their chance at keeping good employees by cramming everything into a single “orientation day” and calling it done. This rush job leaves new hires feeling overwhelmed and underprepared.
How long should onboarding actually take?
The most successful companies run onboarding programs that last several months, not just a week. It’s like growing a garden – you don’t just plant the seeds and walk away. You need to water, nurture, and tend to new employees until they’re firmly rooted. The exact timeline varies by role and company, but rushing it almost always backfires.
What’s one onboarding element that improves retention?
Having a buddy or mentor system. Your buddy is like your personal Wikipedia for company culture, unwritten rules, and where to find the good coffee. This personal connection gives new hires someone to turn to with those “silly” questions they might be embarrassed to ask their boss, making them feel supported and connected from day one.
Can bad onboarding actually make good employees quit?
Absolutely. Even highly qualified employees will struggle if they don’t understand their role, the company culture, or how to access basic resources. The good news? This is completely fixable with thoughtful planning and consistent execution.