A study carried out for Glassdoor found that onboarding improves employee retention by a staggering 82%. Yet, despite these compelling numbers, onboarding is often treated as a mere formality by most HR Managers. The consequences of neglecting effective onboarding are significant. Employees may start confused about their responsibilities or unclear about expectations. This early disengagement can lead to frustration and eventually turnover.
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We have identified some of the mistakes HR managers make when it comes to onboarding. Understanding them is the first step toward increasing retention rate in your organisation.
Treating onboarding as a one-time event instead of an ongoing process
Overloading new hires with information on the first day
Skipping proper introductions to team members and key stakeholders
Failing to provide clear role expectations and responsibilities
Not having a structured onboarding plan or timeline
Not assigning mentors to guide new hires
Ignoring company culture and social integration
Not involving managers and team members in the onboarding process
Failing to provide the necessary tools or access on day one
Not tailoring onboarding to different roles or departments
Forgetting to provide feedback or check-ins during onboarding
Assuming new hires understand internal processes and workflows
Overlooking compliance and mandatory training requirements
Ignoring employee questions or concerns
Relying too heavily on paperwork and forms rather than engagement
Failing to track onboarding success or retention metrics
Using outdated or irrelevant training materials
Neglecting to celebrate milestones or early achievements
Not continuously improving the onboarding process based on feedback
Neglecting to set short-term and long-term goals
1. Treating onboarding as a one-time event instead of an ongoing process
Onboarding is often seen as a single event, like a day or a week of orientation. This can leave new employees feeling lost once the first few days are over. They may struggle to understand their role, the company culture, or how to work with others. Continuous onboarding helps employees learn step by step. Treating onboarding as an ongoing process improves engagement, retention, and performance.
2. Overloading new hires with information on the first day
Giving new hires too much information on their first day can be overwhelming. When people are bombarded with policies, tools, and procedures at once, they often forget important details. This can lead to confusion and stress. A better approach is to introduce information gradually. Focus on what is most important at first and add more over time. This helps employees learn more effectively and feel more confident in their new role.
3. Skipping proper introductions to team members and key stakeholders
New hires often feel isolated if they are not properly introduced to their team and key stakeholders. Without these connections, it can be hard to know who to ask for help or how to collaborate effectively. Proper introductions help employees feel welcome and part of the team. They also make it easier to build relationships and understand the company’s social and work networks. Taking time to introduce new hires sets a positive tone and helps them settle in faster.
4. Failing to provide clear role expectations and responsibilities
New hires can feel confused and frustrated if they do not know exactly what is expected of them. Unclear role descriptions can lead to mistakes, wasted time, and lower confidence. Clear expectations help employees understand their tasks, priorities, and how their work contributes to the team. This also makes it easier for managers to give feedback and measure performance. Providing clarity from the start helps new hires settle in and perform well.
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5. Not having a structured onboarding plan or timeline
Without a clear onboarding plan, new hires can feel lost or unsure of what to do next. A structured plan shows what to expect each day, week, or month. It ensures important information and training are covered at the right time. This helps employees adjust gradually and prevents important steps from being missed. Having a timeline also makes it easier for managers to support new hires and track their progress.
6. Not assigning mentors to guide new hires
New hires often need guidance to navigate their role and the company. Without a mentor, they may feel uncertain or hesitant to ask questions. A mentor provides support, answers questions, and shares practical advice. This helps employees learn faster and feel more confident. Mentoring also builds relationships and a sense of belonging, which improves engagement and retention.
7. Ignoring company culture and social integration
New hires can struggle to feel part of the organisation if company culture and social integration are ignored. Understanding the values, norms, and ways of working is as important as learning tasks. Social connections with colleagues help employees feel welcome and supported. Activities like team lunches, informal meetings, or cultural briefings can make a big difference. Paying attention to culture and social integration helps new hires settle in and become engaged more quickly.
8. Not involving managers and team members in the onboarding process
When managers and team members are not involved in onboarding, new hires may feel disconnected or unsure of their place in the team. Guidance from the people they will work with is essential for understanding daily tasks, priorities, and expectations. Involving the team creates a more welcoming and supportive environment. It also gives new hires a clearer picture of how their role fits into the group. Strong involvement from managers and colleagues helps employees settle in and feel valued.
9. Failing to provide the necessary tools or access on day one
When new hires do not have the tools, equipment, or system access they need on their first day, it can slow their progress and create frustration. Simple things like login details, software access, or basic equipment make a big difference. Being prepared shows that the company values the employee and respects their time. It also allows new hires to start learning and contributing right away. Providing everything they need on day one sets a smooth and professional tone for the rest of their onboarding.
10. Not tailoring onboarding to different roles or departments
A one-size-fits-all onboarding process often misses the specific needs of different roles or teams. Each department has its own tools, tasks, and ways of working, so new hires need guidance that matches their job. When onboarding is not tailored, employees may feel confused or unprepared for their responsibilities. Customising the process helps new hires learn what matters most to their role and perform with confidence. It also shows that the organisation understands and supports their unique needs.
11. Forgetting to provide feedback or check-ins during onboarding
When new hires do not receive regular feedback, they may not know if they are meeting expectations or need to adjust their approach. Check-ins give employees a chance to ask questions, share concerns, and stay on the right track. These conversations also help managers spot issues early and offer support. Consistent feedback builds confidence and helps new hires feel guided rather than left on their own. It also strengthens communication and trust from the start.
12. Assuming new hires understand internal processes and workflows
New employees often come from different companies or backgrounds and may not know how things work internally. Assuming they understand that processes can lead to mistakes, frustration, and delays. Clear explanations and step-by-step guidance help them learn quickly and avoid errors. Providing resources like manuals, checklists, or training sessions ensures they can navigate workflows confidently. Taking the time to teach internal processes helps new hires become productive faster and reduces unnecessary stress.
13. Overlooking compliance and mandatory training requirements
Skipping important compliance or mandatory training can put both the employee and the company at risk. New hires may unknowingly break rules or fail to follow required procedures. Providing these trainings early ensures employees understand legal, safety, and company standards. It also shows that the organisation takes responsibility and cares about proper practices. Completing mandatory training on time helps new hires feel prepared and confident in their role.
14. Ignoring employee questions or concerns
New hires often have many questions as they adjust to a new role. Ignoring these concerns can create frustration, confusion, and a sense of being undervalued. Answering questions promptly and openly helps employees feel supported and part of the team. It also prevents small issues from turning into bigger problems. Encouraging dialogue builds trust, improves engagement, and helps new hires settle in more comfortably.
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15. Relying too heavily on paperwork and forms rather than engagement
Focusing only on paperwork during onboarding can make the process feel dull and impersonal. New hires may complete forms but fail to connect with colleagues, understand the culture, or feel motivated. Engagement is key to helping employees settle in and become productive. Activities like team introductions, interactive training, and discussions about company values make onboarding more effective. Balancing paperwork with active engagement helps new hires feel welcomed and supported.
16. Failing to track onboarding success or retention metrics
Without tracking how well onboarding works, companies cannot know if new hires are settling in or performing as expected. Metrics like retention rates, feedback surveys, or time-to-productivity help identify gaps in the process. Monitoring these indicators allows managers to make improvements and address issues early. Tracking onboarding success ensures the process is effective and helps new employees feel supported. It also strengthens the organisation’s overall hiring and retention strategy.
17. Using outdated or irrelevant training materials
Training materials that are old or not relevant can confuse new hires and slow their learning. Processes, tools, and policies may have changed, so relying on outdated resources creates mistakes and frustration. Providing up-to-date and role-specific materials helps employees learn accurately and efficiently. It also shows that the company cares about quality and invests in proper onboarding. Relevant training makes new hires feel prepared and confident in their work.
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18. Neglecting to celebrate milestones or early achievements
New hires can feel unappreciated if their early contributions go unnoticed. Recognising small wins and milestones helps employees feel valued and motivated. Simple gestures, like acknowledging a completed project or praising progress, build confidence and engagement. Celebrating achievements also reinforces positive behaviours and encourages a sense of belonging. Showing appreciation early sets a positive tone for the employee’s journey in the company.
19. Not continuously improving the onboarding process based on feedback
When organisations fail to gather and act on feedback from new hires, they miss valuable insights that could strengthen the onboarding experience. Every new employee has a fresh perspective and can identify gaps or challenges that may go unnoticed by long-term staff. Without regular evaluation, the onboarding process can become outdated, ineffective, or misaligned with employee needs.
20. Neglecting to set short-term and long-term goals
New hires can feel unsure of their progress when clear goals are not set. Without short-term and long-term targets, it is hard for them to understand what success looks like in their new role. Setting goals gives employees direction and helps them focus on what matters most. It also makes it easier for managers to offer support and track development. Clear goals build confidence and help new hires grow at a steady pace.
Effective onboarding should be a continuous process that helps new hires understand their role, the company, and how to work with others. Avoiding the common mistakes mentioned in this article can make a big difference in employee engagement and retention.
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