Designing Employee Onboarding Programs

Onboarding sometimes known as organizational entry which is a process that an organization use to socialize and bring a new employee into the culture and work life of an organization. Orientation can be a part of onboarding but it is not the same thing. Onboarding programs are lengthy process which helps in integrating employees into new organization. It is more like a strategic approach then a conventional orientation.

Employee onboarding program
Employee onboarding program

There are some best practices for designing onboarding programs which shares a series of strategies and guidelines for designing employee onboarding programs:

a) Align the messaging:

Design any program which determines the onboarding goals first. Make an impression you want to leave with new hires about the culture and work environment. Make sure that your messages conveyed to them is consistent throughout and that is aligned with your goals.

b) Plan the first day:

New employees want to do something meaningful from the first day of their job. They also want to feel comfortable. They need a place to work where they can able to identify their roles and responsibilities. A positive first day with some interesting work can leave a lasting impression.

c) Ensure a meeting with manager in the first week:

It is benefit for new employees to meet personally with their manager during the first week of employment. Due to this the new employees also participates in higher quality meetings and spent more time collaborating with their teams than those who did not have the manager meeting within the first week.

d) Use gamification to engage employees:

Gamifying the onboarding process helps to engage and motivate new employees and provide a more thorough experience. They even try to incorporate digital and physical leaderboards, challenges and bonus prizes. The initial results shows that the approached was well received and had a positive impact on customer satisfaction.

e) Focus on social relationship:

An organization should design a onboarding program which is fun and participative rather than boring and top-down. The new hires should be brought together on their first day to let them work together in small groups and identify what they need to know.These social connections make the experience relevant and fun and probably improve retention.

f) Provide mentors to new hires:

Mentors should be assigned to the new hires to help them with ease in their role and work culture. Simultaneously, the new employee becomes more knowledgeable about the organization and thus they were more invested in the values of the organization than those without a mentor.

g) Gather Feedback:

An organization should provide multiple ways for the new hires to give feedback. It should also help to find out ways for improvement of onboarding program by using online surveys and discussions with participants. Gather retention and job satisfaction data to see if the improvements are having an effect.

Onboarding Mistakes to Avoid

It is found that one-third of new employees quit their job after six months as the first days, weeks and months are very crucial to their success in their new role. In fact they also knew whether to stay in the company or not  for long-term after the first week in the organization. This means having an effective onboarding software with perfect strategy in the organization is important. Without a standard onboarding process, new employees may not get the clarity and direction they need to succeed which can ultimately lead to costly mistakes, high turnover, and low levels of productivity.

Creative an Indian company provides modern approach of investing in employee onboarding software for new hires training purpose. Below mentioned are some common mistakes to avoid when creating an employee onboarding strategy.

a)Failing to prepare for new employees arrival:

Failing to prepare for the arrival of your new employees is one of the biggest mistakes an organization can do. Without a systematic onboarding process, employees can leave with a bad perception of the company. You have to be sure with all the logins, phones, access to various platforms, computers and applications that they are all available and ready to go on the first day. In addition you also have to prepare a detailed schedule for their first week so that they can also feel like a valued member of the team in the organization.

b)Not setting clear expectations from the beginning:

An important point of onboarding program is getting to understand an employee’s goals, explaining the company’s goals, and then working to align the two. A study found that only 50% of new employees knew that what was expected from them at work. Without clear expectations, it is not possible to measure achievements, which can lead an employee feel unmotivated.

c)Failing to deliver feedback early and often:

Employee Onboarding is a process of creating successful habits and expectations. Feedback helps to ensure that new hires are forming the right habits and even anything that needs to be changed.

d)Not having an ongoing process in place:

Employee Onboarding program should be an ongoing process. It is impossible for employees to learn all the responsibilities in a day or a week. An organization should aim to show employees what they need to know right away and then slowly adapt them to their new workplace and expectations.

e)Missing Measurability:

The employee on-boarding process is difficult to measure in terms of efficiency and success. Especially when individual employee onboarding activities are mapped to specific teams or departments. Extensive employee onboarding program is of course also associated with costs. As a company, you should keep an eye on the ROI and regularly review how it is changing.


If you manage to try to avoid the above-mentioned mistakes, it will immediately help to give a positive impact on the experience of your new employees and pave the way for successful collaboration.