Successful Onboarding

Why Onboarding is So Important

Many companies invest significant time and money in recruiting new employees – but the real work only begins after the contract is signed. The first few weeks determine whether new colleagues stay and reach their potential – or leave the company quickly.

Studies show:

• Around 20% of all new hires fail within the first 45 days (HR Chief, 2024).

• Companies with a clearly structured onboarding process increase employee retention by up to 82% (HiBob “State of Employee Onboarding Report,” 2023).

• A professional onboarding process ensures that employees become productive much faster (LearnUpon, 2022).

A good onboarding process is therefore not a “nice to have” but a key success factor for employer attractiveness, employee retention, and long-term collaboration.

Goals of Successful Onboarding

A well-thought-out onboarding process serves several core purposes:

• Team Integration: New employees feel welcome and quickly build trust.

• Professional Training: They understand their tasks and can gradually take on responsibility.

• Cultural Understanding: New colleagues learn the company’s values, norms, and culture.

• Engagement and Motivation: Employees who feel supported from the start stay motivated and remain with the company long-term.

Typical Challenges

Despite its clear advantages, onboarding is still a weak point in many companies. Common issues include:

• Unclear Structures – no defined process; onboarding happens “on the side.”

• Focus Only on Technical Skills – cultural and social integration is neglected.

• Lack of Responsibility – no one feels accountable.

• Too Little Feedback – uncertainties remain unnoticed.

The result: frustration, insecurity, and in the worst case, quick resignation.

Designing Successful Onboarding

A good onboarding process begins long before the first day. Early contact, clear communication, and structured preparation lay the foundation. In the first weeks, the focus should be on providing orientation, gradually building technical knowledge, and fostering social integration.

It is particularly effective to see onboarding as a holistic process that considers both professional and human aspects. New employees don’t just want to understand their tasks – they also want to feel part of the team and the organization.

Conclusion

Onboarding as a Success FactorProfessional onboarding is an investment in motivation, loyalty, and performance. It determines how quickly new employees become productive – and whether they stay long-term.

My Offer

Would you like to sustainably improve onboarding in your company so that new employees feel welcomed from day one, stay motivated, and can reach their full potential?

Let’s talk. Together, we can develop an onboarding concept that fits your organization and delivers results. Feel free to contact me for a non-binding initial consultation.

Yours,

Johanna