Onboarding: the first step to retain and grow talent

Onboarding — the “older sibling” of offboarding — is the structured process of integrating a new hire into the organization. It goes far beyond handing over a badge and welcome materials: effective onboarding immediately builds connection, clarity, motivation, and belonging.

In the Future of Work — characterized by hybrid work, remote dynamics, high professional mobility, and new employee expectations — onboarding becomes a strategic lever to boost talent retention, accelerate productivity, and reinforce company culture.1

The phases of onboarding

  • Pre-onboarding: welcoming and sharing key information even before Day One (emails, materials, system access)
  • Operational onboarding: tools, key processes, role-specific responsibilities
  • Cultural onboarding: immersion in company values, history, and purpose
  • Relational onboarding: meetings with colleagues and mentors, informal connections, development of organizational climate
  • Follow-up: regular check-ins (30-60-90 days), feedback, and guidance

Well-designed onboarding typically lasts at least 3 months. The most effective examples extend to 6–12 months — especially for leadership roles.

The benefits of effective onboarding

  • Faster time to full productivity
  • Higher engagement in the first 90 days
  • Lower risk of early turnover within 12 months
  • Stronger perception of company culture

According to a Glassdoor study, strong onboarding can increase retention by 82% and productivity by 70% in the first months.2

Onboarding in hybrid work environments

In hybrid or remote contexts, onboarding loses the informal component of physical presence. That makes it even more important to:

  • Provide well-structured digital content (videos, slides, micro-quizzes)
  • Include live sessions to build human connection
  • Assign a “buddy” or mentor for the first 30 days
  • Connect onboarding to company rituals and values

Onboarding and company culture

Onboarding is also a statement of intent. Every detail — from the welcome email to the first team meeting — communicates a message about the company’s culture. Doing it well builds identity, trust, and clarity.

How to design effective onboarding

  • Design content tailored to role and seniority
  • Include edutainment elements to keep it engaging
  • Track results (e.g., surveys after 30–60 days)
  • Integrate formal and cultural onboarding

Conclusion

Onboarding isn’t just a checkbox. It’s the first — and most crucial — step in building a healthy, lasting relationship between company and employee. In a world where attracting and retaining talent is increasingly difficult, designing strong onboarding experiences is a clear and tangible competitive advantage.

References