Effective Onboarding Sets You Up for Success

But what does Onboarding Actually Mean?


25% of new employees quit their jobs within the first year and 20% of them resign within the first 45 days. At introdus, employee onboarding software, we strongly believe that a well-structured onboarding process can be the one factor that can change these outcomes, and that sets you up for success in your new job, your new team and your new organisation.

Additionally, we believe that once you have “graduated” from a well-designed onboarding program, you will be more confident, more engaged and more productive in your new role.

For these reasons, we conceptualise onboarding as a stepping stone in your employee life-cycle. As a matter of fact, you can find extensive reporting and analysing on the topic of the employee life-cycle on our Blog HR.

This article will constitute an introductory course into what onboarding means, how you can make sense of it in the larger context of your employee life-cycle.

Onboarding Data Paints a Clear Picture


Regardless of your career path and the level you might find yourself on the career ladder, you must have gone at least once through onboarding. However, it was not until the recent years that the HR industry and workforce analysts started really highlighting the importance of onboarding.

We have selected some key data that, in our opinion, paints a clear picture of what onboarding can mean for you, when you are at the beginning of a new employment journey:

1. 58% of employees are more likely to stay for more than three years with an organisation when they have experienced good Pre & Onboarding.

2. Organizations with a strong Pre & Onboarding process improve new hire retention by 82% and productivity by over 70%, according to Glassdoor.

3. 88% of employees think their employer did a poor job with the onboarding process, according to Gallup.

4. Employees who had a negative onboarding experience are twice as likely to look for new opportunities in the near future, and 1 in 5 new hires are unlikely to recommend the employer to a family member or friend, according to Digitate.

5. When you feel like the onboarding has been highly effective, you are 18 times more likely to feel committed to the organization, according to BambooHR.


But What Is Onboarding?


Your onboarding begins the first day you start on your new job.

On-boarding means the process of integrating a new hire into a company, having a dual purpose: first and foremost, cultural and social integration and relationship-building, and secondly, provision of all the information and skills necessary for becoming a productive member of the team.

Thus, the Onboarding phase is essential to empower you in order to achieve the best possible performance in your new role. It will give you all the knowledge, skills, and confidence to shine in your new position.

The way you, as a new employee, are onboarded can define:

  •  Whether or not you will be successful and productive in the job as early as possible.
  •  Whether or not you will actually feel invested into the company and maintain the employment for a longer period of time.

So, it becomes clear why the Onboarding phase is fundamental for achieving the best possible performance in your new role.

Onboarding Insights

Organizations with a strong Pre & Onboarding process improve new hire retention by 82% and productivity by over 70%


Onboarding’s Meaning for Your Employee Life-Cycle


You might be wondering: what does onboarding mean for my employee life-cycle? Is it not just the induction into my new workplace?

It is our strong belief at introdus that onboarding is more than just administrative tasks to be checked off an HR checklist. The importance of onboarding can extend into your whole employee life-cycle.

Onboarding is a very complex process: it has an administrative dimension, a social dimension, a job and/ or skill training dimension, a role acclimatising and productivity dimension. We can go as far as separating the IT onboarding process, which is strictly focused on getting all technology ready for your job start: hardware, software and IT-specific training courses.

The complexity of onboarding is the reason why it does not conclude after your first day on the job, and after you shook hands with your manager and co-workers, or  after you took over your workstation.

Structured and comprehensive onboarding has to enable, enlighten, and impassion, so that you can reach your full productive potential as soon as possible. Effective onboarding will provide you with all the data, support and competences, which will boost your motivation and confidence to shine in your new role.

Onboarding Insights

The Onboarding process is the period in which the employee sees the organisation clearest with all its pros and cons.

—Andreas Olesen, HR Business Operations for Medtronic.

Get more of Andreas’ insights

The Four Phases of a Structured Employee Onboarding Process


You want to be productive and start contributing to your team. You aim to start engaging right away, and you want to feel satisfied with your new role. But what are you doing in order to reach these goals? Additionally, what is your organisation doing to maximise your Pre & Onboarding experiences?

In order to answer these questions, we believe it is essential to differentiate between the various stages of onboarding. This will ensure a better overview of the specific goals associated with each phase. Hence, we can distinguish between four phases of a structured employee onboarding process:

1. Preboarding

It refers to setting up prior to the actual start of employment. There will be a strong focus on administrative processes, but this phase must not be limited to administrative work. In fact, it provides a great opportunity to start engaging with the company values, as well as future co-workers.

2. Orientation

It refers to your first days at the office and your takeover of workstation and ID card, as well as the first on-site social interactions. The purpose of orientation is ensuring that you fully comprehend the company ethos, its unique employer value proposition, its positioning on the market, as well as its objectives and how your work will contribute to those objectives. Orientation should also have a social aspect, making sure that you get to know your teammates, as well as collaborators across the organisation and outside of the organisation.

Moreover, orientation also targets ensuring that you are fully aware of your onboarding process going forward, with key milestones, setting feedback & evaluation mechanisms.

3. Role-Specific Training

Once you fully grasp what your role will entail, additional training might be required so as to ensure that you will achieve fast productivity. After all, both yourself and your employer will be eager to see your contribution to the company.

In this context, training will help you acquire the skills and knowledge that are required for being successful in your new role.

4. Transition to independence and full productivity

You might start with smaller tasks and more often feedback and supervisory sessions, but slowly slowly as you gain more experience in the role, you will become self-sufficient. In the final phase of your onboarding you will be supported to reach the final goal: full independence and productivity.

This phase should be concluded with an evaluation: not only of your progress since the first day of employment, but also to ensure that you are not missing any information or skills that might prevent you from performing at peak capacity.


To conclude, we know that efficient onboarding programs are associated with stronger talent and business outcomes – such as employee engagement, employer reputation, and talent retention.

Onboarding Insights

An unsatisfied Pre & Onboarding experience can highly increase your stress levels during your starting process.

—According to ‘Your Pre & Onboarding Buddy’ eBook 2021.

Read the eBook

If your company invests in software solutions, such as introdus, employee onboarding software, you are ensured an easy, intuitive and streamlined onboarding process.

An employee onboarding software can make use of industry best practices and tools, which are meant to ensure the best results. For example, a 30 60 90 day onboarding plan can provide you with a structured framework for navigating the four phases of a structured onboarding. This kind of planning can guide you at the beginning of your employee life-cycle,  while maintaining the focus on planning and execution, learning and role & social acclimatisation.

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