Great Onboarding Stops After Day One But It Shouldn’t

Let’s be honest—most onboarding programs look like this: Day One is packed with welcome emails, office tours, HR paperwork, and maybe a lunch with the team. By Day Two? Silence. New hires are left to figure things out on their own. Sound familiar?

Here’s the problem: onboarding isn’t a one-day event. It’s a journey, and when companies treat it as a quick checklist, they miss the chance to fully engage and empower new employees. So, how can companies build an onboarding experience that actually works?

Why Onboarding Should Be a Long-Term Process

A study by Glassdoor found that organisations with strong onboarding improve new hire retention by 82% and productivity by over 70%. That’s huge! Yet, many companies still treat onboarding as a formality.

Imagine joining a new company and being overwhelmed with forms and policies on Day One, then left to your own devices. You’d feel lost, right? Now imagine an onboarding process that guides you through your first 90 days, gradually introducing you to the company culture, your role, and growth opportunities. Which sounds better?

The Pitfalls of One-Day Onboarding

1. Information Overload:
   Bombarding new hires with too much information on Day One leads to confusion and overwhelm.
2. Lack of Connection:
   Without structured follow-ups, new hires struggle to build meaningful relationships with their teams.
3. Unclear Expectations:
   Vague role definitions and performance expectations can leave employees unsure about their responsibilities.
4. Disengagement:
   A cold hand-off after the first day can make new hires feel neglected and disengaged.

What Effective Onboarding Looks Like

1. Pre-Boarding Before Day One:
   Start engaging new hires before they even step into the office. Send welcome kits, role-specific resources, and a personalised introduction to the team.
2. Structured 30-60-90 Day Plans:
   Break down onboarding into clear phases. Define short-term goals, provide feedback sessions, and gradually increase responsibilities.
3. Mentorship Programs:
   Pair new employees with mentors who can guide them through the culture, processes, and expectations.
4. Cultural Immersion:
   Introduce company values and culture through interactive sessions, team activities, and storytelling—not just a handbook.
5. Regular Check-Ins:
   Schedule weekly or bi-weekly check-ins with managers to address challenges, provide feedback, and offer support.
6. Cross-Functional Introductions:
   Encourage networking beyond their immediate team. Organise virtual or in-person meet-and-greets with different departments.
7. Celebrate Milestones:
   Acknowledge small wins—completing the first week, finishing a training module, or reaching the 90-day mark.

Companies Leading with Exceptional Onboarding

• Google: New hires (Nooglers) are paired with experienced employees (Buddies) to ease their transition. Google also spreads training over weeks to avoid overload.
• Accenture: Their onboarding includes a mix of virtual learning, leadership talks, and team-building activities to create a well-rounded experience.
• LinkedIn: They focus on cultural onboarding with regular feedback, leadership Q&A sessions, and tailored learning plans.

How to Improve Onboarding in Your Organisation

1. Listen to Feedback:
   Ask recent hires about their onboarding experience and adjust accordingly.
2. Personalise the Process:
   One-size-fits-all doesn’t work. Customise onboarding based on roles, departments, and even individual learning styles.
3. Involve Leadership:
   Senior leaders should actively participate—whether through welcome messages or interactive sessions.
4. Leverage Technology:
   Use digital platforms to automate paperwork and focus more on engagement and learning.
5. Keep It Continuous:
   Onboarding shouldn’t stop after a week. Extend support and development opportunities beyond the initial months.

Final Thoughts

Onboarding is more than a welcome packet and an office tour. It’s the foundation of the employee experience. A thoughtful, extended onboarding process can boost engagement, improve retention, and set employees up for long-term success.

So, let’s move beyond Day One and start building onboarding experiences that truly support and empower new hires—every step of the way.

About Author

Amol Londhe

Amol Londhe is a visionary leader and expert in employee experience and organizational development. With years of experience in shaping people-centric workplaces, Amol combines strategic insight with a deep understanding of human behavior to drive engagement and performance. His work focuses on creating inclusive cultures, fostering innovation, and aligning employee well-being with business success. As a passionate advocate for meaningful workplace transformation, Amol empowers organizations to unlock their full potential through thoughtful leadership and data-driven strategies. The Art and Science of Employee Experience reflects his dedication to reshaping the future of work.