3 problems with your onboarding process that you can fix now

You should think of employee onboarding as a journey that starts before they join your company

Inboarding Team
May 7 · 3 min read

With the goal of improving engagement, retention and employee experience, many companies have developed onboarding programs. A study published by Gallup has found that most organisations are falling on this journey and only 12% of employees strongly agree their organisation does a great job of onboarding new employees.

88% of employees say their organisation doesn’t do a great job of onboarding new employees.

Do you think that your organisation is doing a great job onboarding new employees?

We have selected a few problems your organisation may have and how you can fix that:

1. Your onboarding consider a short period

You want to see your employee contributions and performance as soon as possible, but researches show that typically employees take around 12 months to reach their full performance potential.

Onboarding should be planned as a longer journey

You should really think of onboarding as a longer journey, starting 1/2 weeks before the employee starts

2. Onboarding and culture of inclusion

Organisation’s leaders need a diverse workplace and an inclusive culture to start to notice the benefits of D&I, such as reduced turnover and higher performance.

To excel, employees must feel valued, respected, accepted and encouraged to fully participate

Many modern workplaces are having problems to become more diverse and inclusive and to solve that companies should start from day one. Are you considering diversity and inclusion in your onboarding program?

3. Losing exceptional talent

One of the causes of low retention is low employee engagement. Onboarding is not just about instructions, it is about culture, it is about social connection, it is about helping new employees become productive team members. And it is about actions and sense of belonging that prove the promise you made when you hired them.

The cost of finding, hiring and training are high. Studies indicate that conservative estimates indicate that it will cost a company 1 to 2 times an employee’s annual salary to find and onboard a replacement.

Turnover cost a company 1-2 times an employee’s annual salary to find and onboard a replacement

You should monitor your onboarding program and review your investments to guarantee that it is receiving the attention necessary.

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A new way to create an inclusive workplace

Inboarding Team

Written by

Inboarding is our name, and inclusivity is our game. We are on a mission to create a workplace where everyone belong


A new way to create an inclusive workplace

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