Onboarding is one of the most critical steps in setting employees up for success. Yet, too many organizations still miss the mark—especially in today’s remote and hybrid work environment.
Consider this: 55% of new hires report that their onboarding experiences are inadequate, and for remote employees, the numbers are even more concerning. 63% feel unprepared after onboarding, and 60% struggle with disorientation as they step into their new roles.
These gaps are costly mistakes. After significant investments in recruiting top talent, ineffective onboarding programs risk dissatisfaction, underperformance, and turnover. Companies without strong onboarding programs experience up to 25% higher turnover rates, with productivity and engagement taking a hit. According to Gallup, employees with great onboarding experiences are 2.6 times more likely to be highly engaged, driving better performance and retention.
The message is clear: onboarding isn’t just a formality—it’s a strategic lever for long-term success. To truly prepare employees and maximize their impact from day one, organizations must rethink onboarding as a tailored, data-driven process.
Common Pitfalls in Onboarding Programs
Many organizations fall short because their programs are poorly designed or overly generic. A typical approach focuses on logistical tasks—like setting up desks and providing equipment—while neglecting the relational and strategic elements crucial for success.
Often, onboarding programs end after the first 30 days, leaving new hires without personalized support to navigate complex interpersonal dynamics or long-term organizational goals. This short-term approach fails to foster the trust, relationships, and alignment needed for success.
A better alternative? A structured, data-driven onboarding program that prioritizes integration and long-term performance over box-checking.
Building a Data-Driven Onboarding Program
To maximize new hire success, organizations need to go beyond surface-level activities. High-performing companies implement data-driven, customized onboarding programs that span several months and are personalized based on the employee’s unique strengths, development areas, and the organizational context.
This onboarding strategy should include pre-boarding activities, the first 30 and 90 days, six-month check-ins, and ongoing support throughout the first year and beyond. By implementing this structured approach, organizations create a pathway for employees to thrive in their roles and align with the company’s strategic vision and culture.
Here’s an overview of what a robust onboarding framework can look like:
Pre-Boarding: Setting the Stage for Success
Pre-boarding is a critical phase for ensuring that the employee’s first day is productive. Key elements include:
- Pre-populating the employee’s calendar with meetings, training, and key tasks
- Creating a list of key stakeholders with contact information for easy access
- Assigning a mentor who can provide guidance and support from day one
Week 1: Building Relationships and Setting Expectations
The first week is crucial for laying the groundwork for a successful tenure. During this period, companies should focus on:
- Reviewing a 30-60-90 day plan, which includes setting clear expectations and identifying milestones
- Scheduling key meetings with managers, team members, and cross-functional colleagues
- Providing training on critical systems and processes to ensure the employee is operational from the start
- Facilitating introductions to the company culture and guiding the employee in navigating organizational dynamics
30 Days: Finalizing Goals and Establishing a Development Plan
After the initial phase, the focus should shift to refining the employee’s performance and development objectives. At the 30-day mark:
- Finalize performance objectives, ensuring they align with broader organizational goals
- Create a Development Plan with input from the employee’s mentor or manager to ensure alignment with long-term growth goals
- Schedule formal feedback sessions to assess progress and make adjustments if necessary
90 Days: Early Performance Assessment and Feedback
At the 90-day point, it’s important to evaluate early performance and provide feedback. Actions should include:
- Identifying professional development opportunities for the employee
- Conducting a feedback session to review progress, challenges, and adjustments
- Engaging in skills assessments to identify areas for improvement and development
6-12 Months: Ongoing Development and Long-Term Success
After six months, the employee should be well-established in the role. During this phase, continued development is essential:
- Encourage assessments to identify strengths and development areas
- Schedule ongoing formal feedback sessions with the employee’s manager to ensure alignment with organizational goals
- Revisit the Development Plan to assess progress and track milestones
- Help the employee develop a roadmap for long-term success within the organization
The Research-Backed Importance of Continuous Onboarding
According to a new study, the best onboarding programs go beyond just the first few weeks. Glassdoor found that a long-term, structured onboarding process improves new hire retention by 82% and productivity by 70%.
Further studies indicate that employees who undergo continuous onboarding feel more engaged and perform better, as they receive ongoing support and feedback throughout the first year.
Remote onboarding presents unique challenges, but an extended, structured process can bridge the gap. A report from Sapling revealed that companies with extended onboarding programs for remote employees see 45% better retention rates compared to those that limit onboarding to a few weeks. Tools like video introductions, digital workflows, and virtual training platforms are essential to keeping remote employees engaged and connected.
How XBInsight Transforms Onboarding
Research has shown that companies using talent assessments in their onboarding process experience 25% higher retention rates and a 16% improvement in productivity compared to those that don’t leverage data-driven approaches.
At XBInsight, we help organizations maximize these benefits with assessment-led onboarding strategies that are designed for long-term impact. While not every factor influencing an employee’s performance and longevity can be controlled, implementing a robust, data-driven onboarding program significantly improves the odds of success. Our science-backed assessments provide valuable insights that allow you to create a tailored development plan for each new hire, ensuring they have the resources, support, and guidance they need to succeed in their role.
With XBInsight, organizations can:
- Gain a clear understanding of each new hire’s strengths and potential development areas, enabling personalized coaching and training.
- Identify potential skill gaps and deliver actionable strategies to bridge them, setting employees up for success from the start.
- Ensure alignment with organizational culture and strategic goals, creating a strong foundation for long-term performance.
Our customized onboarding programs have a proven track record of success, helping new employees thrive from day one. By shortening the time to full productivity and boosting employee engagement, XBInsight’s onboarding programs ensure your team members are prepared to excel in their roles and contribute to the organization’s success.
Examine Your Onboarding Approach Today
Is your onboarding program setting employees up for success?
If your current onboarding strategy relies on generic, short-term activities, it may be time for a reset. Click here to learn how our tailored onboarding programs can help your organization increase engagement, retention, and drive long-term organizational growth.