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Develop a Comprehensive Onboarding Program

Drive employee engagement and retention with a robust onboarding program that acclimates, guides, and develops new hires.

  • Onboarding is confused with orientation, which doesn’t include important elements such as communicating performance expectations and role-related development.
  • Hiring managers see onboarding as an HR task and fail to recognize their crucial role in acclimating, guiding, and developing new hires.
  • Remote and hybrid work arrangements have disrupted traditional onboarding, preventing organizations from relying on in-person environments for new hires to build relationships and networks.

Executive Summary

Critical Insight

Onboarding is often mistaken for orientation, but it extends far beyond the administrative and compliance tasks of a new hire’s first few days. To drive organizational impact and new hire success, onboarding must be a collaborative, ongoing process spanning weeks or months, with HR and leaders actively guiding new hires.

Impact & Result

  • Increased new hire engagement through a comprehensive onboarding program that acclimates, guides, and develops new hires in their roles at the organization.
  • Higher productivity from new hires because they understand their roles, expectations, and how to succeed in the organization.
  • Reduced turnover and better employee retention because new hires feel connected to their new colleagues and the organization.

Research & Tools

2. Design a plan to acclimate new hires

Plot administrative items, socialization initiatives, and company communications.

3. Guide employees through performance management

Modify the new hire performance management process and standardize to ensure manager compliance.

4. Develop employees for success

Identify remaining organizational and department development opportunities to support individual development.

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