4 Objectives of Effective Onboarding: Drive Employee Retention

Why do so many employees feel their onboarding experience is lacking? A recent Gallup report sheds light on this issue, revealing that a whopping 88% of employees believe their company's training is ineffective. [1]

This statistic begs the question: What can companies do to improve their onboarding strategies and create a positive first impression for new hires?"

Below, we will explore how a well-structured onboarding, guided by clear objectives, can yield substantial benefits for both you and your employees. This approach can increase job satisfaction, improve productivity, and reduce turnover costs.

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What is the Purpose of Onboarding?

Onboarding is the process of getting new employees up to speed with how things work within your company. The goal is to cover everything from training on tasks and team workflows to knowing where to find resources and who to turn to with questions.

For example, Google uses a "Just-In-Time-Nudge" program as part of its onboarding. The company sends "nudges," a set of reminders, to inform the hire of the next course of action and check in with their progress in the company.

This thoughtfully designed program shows Google's commitment to the trainee's success. It sends a clear message: "We want you to be successful here." Plus, the "Just-In-Time" nature of nudges shows systematic thinking about the exact moment when employees need support.

» Check out the top onboarding strategies to boost hire retention

4 Key Objectives and Goals of Onboarding

1. Managing Expectations

You need to set clear expectations during the interview stage. The hire should understand their roles, responsibilities, and processes from the start. This step lets them know what their day-to-day tasks will be and encourages questions before they jump into training.

Let's say you're hiring a customer support representative for a tech company. During the interview, you clearly outlined that the role involves handling customer inquiries via phone, email, and live chat.

You emphasize that they'll need to resolve tech issues, manage customer complaints, and maintain accurate logs in the company's CRM system on a daily basis. You also explain the metrics you'll evaluate them on, such as response time and customer satisfaction scores.

This detailed overview helps them imagine the flow of a typical day, from answering emails to documenting calls. It also opens up space for them to ask questions, like clarifying the CRM software they'll use or understanding how they should prioritize support tickets.

You should start by establishing clear expectations as early as possible—ideally from the job description. You need to outline the responsibilities, performance goals, and day-to-day tasks they'll encounter. Also, avoid leaving expectations vague or assuming the hire will "pick things up" as they go. This can lead to misinterpretations, unmet goals, and disengagement.

» Find out how interactive videos can help you engage new hires

2. Allocating Resources

Resource allocation typically starts before the new hire's first day. It ensures essentials like access to software, training platforms, and workspace setup are ready in advance. You would also appoint team members or managers to guide the new hire through the initial stages, addressing questions and introducing team processes and tools they'll use regularly.

For example, Apple's "Buddy System" pairs new employees with an experienced buddy who is familiar with the company culture. They help the hire navigate their role, answer questions, and build relationships within the team, which speeds up their integration and improves job satisfaction.

You need to ensure the resources are well-organized. The objective is to have solid documentation with a dedicated space for storing information during onboarding.

guidde makes your resources easily accessible and always up-to-date. With its intuitive search function and clear organization, you can quickly find the information you need when you need it—no more frustration, just seamless access to the knowledge that drives your team forward.

With guidde, you get to:

• Keep all your important documents in one place.
• Find what you need with just a few clicks.
• Ensure you're always working with the latest information.
• Work with a user-friendly interface.

You can use the platform to capture your standard operating procedures and guide new hires through complex processes with step-by-step instructions. You can also seamlessly integrate it with other software like Github, Zendesk, Intercom, and Beamer.

Plus, you can track user engagement to see how your team interacts with your resources and find areas for improvement. To get started, add the free guidde extension to your Chrome and start making your first video documentation.

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3. Scheduling Regular Check-Ins

Check-ins give hires a chance to ask questions, share feedback, voice concerns, and gauge their progress. They help you assess how effective your onboarding is and highlight areas for improvement. You can use them as a simple but powerful way to refine the training program.

Consider this: you've just signed a new account and handed it off to the post-sales team. They're onboarding but keep skipping check-ins, assuring you everything's moving along fine. Fast-forward three months, and their CEO reaches out to cancel the contract because nothing's been implemented, and they're not seeing any value.

Check-ins should be clear milestones. You should build them into the onboarding from the start. Just set a timeline, decide on the format, and get started. These touchpoints can happen during team interactions, with management, across departments, or even with clients.

Don't skip these regular meetings. Without them, you won't be able to gauge progress, measure effectiveness, or determine whether the new employee is meeting the expectations you've set on day one.

» Manage your support team and improve customer satisfaction

4. Giving Opportunities for Career Growth

Opportunities for career growth encourage the hire to stay with your company. The approach includes access to learning resources, outlined growth paths, and mentorship. This way, the new employee feels supported and develops skills aligned with their current role and goals for the future.

For example, Dropbox has a "Career Week" that encourages employees to explore their strengths and consider growth paths. Additionally, the company's "Hack Week" has its staff temporarily focus on projects outside their usual roles, which develops their skills even more.

You should consider establishing a formal mentorship program and setting up regular check-ins during onboarding to discuss career goals. You can also give access to a learning platform, encourage networking with senior team members, and offer job rotations or shadowing opportunities.

But, you should also avoid over-promising opportunities that may not be feasible, as this can lead to disappointment. Also, don't discourage internal mobility or "hoard" talent; instead, encourage cross-departmental collaboration and skill-sharing to support a more growth-oriented environment.

» Make your training program engaging and boost employee retention

Essential Elements of a Successful Onboarding Program

Think of onboarding like dating—it's a time of discovery where both parties learn about working styles, communication preferences, and feedback. Throughout my career, I've always included the following elements in the company's onboarding program.

Equipment

Equipment needs vary by individual and company. While remote work stipends are common, considering specific needs makes a real difference. This might mean dual monitors for employees with vision needs, larger laptops for frequent travelers, or support when transitioning between operating systems. These thoughtful adjustments ease the transition period.

Pre-Onboarding

Onboarding actually begins during interviews. You need to ask candidates about their preferred management style and learning preferences to reveal how they'll fit into your team culture.

I learned this from one of my best managers, who excelled at communication. He scheduled one-on-ones well in advance and even added reassuring notes to urgent meeting invites, showing that good onboarding starts before day one.

Onboarding

Structure is a crucial objective for effective onboarding. You should set clear milestones, develop comprehensive training curricula, and celebrate achievements.

As a Senior Customer Success Manager, shadowing sales demos and reviewing past onboarding sessions was invaluable. This approach helped me understand client use cases and common concerns, preparing me to handle accounts confidently.

Check-Ins

Regular check-ins are essential throughout onboarding and beyond. As team members approach key milestones, verify their understanding and confidence levels. If someone struggles, adjust the training approach to ensure it remains effective and empowering.

Mentorship

Professional mentorship can take two forms: career guides who share similar paths and peer mentors who offer practical, company-specific insights. Both types play vital roles in professional development.

Long-Term Engagement

Long-term success depends on maintaining open communication and feedback channels. Whether you're learning customer preferences, understanding post-sales processes, or building resource libraries, feedback drives improvement.

Remember that learning continues well beyond the first six months. Keep new hires engaged through consistent communication, regular check-ins, and ongoing support. This approach fosters team success, improves satisfaction, and increases retention.

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How Onboarding Varies Across Industries

Company onboarding goals vary widely. Smaller companies often have more structured approaches to quickly get new hires up to speed.

Larger companies, like Google or Deloitte, typically have dedicated HR teams to handle onboarding, from initial introductions to equipment setup and training. Regardless of company size, a smooth training is crucial for employee satisfaction.

Global Companies

Global companies offer numerous benefits, including access to a diverse talent pool and opportunities for international experience. However, challenges such as time zone differences and communication barriers can arise in remote work environments.

Startup Culture

Startups offer a unique work environment that can be both exciting and challenging. Their fast-paced nature requires adaptability and a willingness to take on multiple responsibilities. While the financial rewards may be lower than at larger companies, the sense of ownership and the opportunity to contribute to a growing business can be highly rewarding.

» Learn how asynchronous work can help you boost productivity

A Guide to a Smooth Start

Setting effective onboarding objectives is the cornerstone of a successful employee journey. It sets the stage for a positive and productive experience, fostering a strong connection between the new hire and the company.

By carefully managing expectations, allocating resources, scheduling regular check-ins, and providing opportunities for growth, you can create a seamless and impactful onboarding process.

Remember, onboarding isn't a one-time event; it's an ongoing process. By continuously refining and adapting your approach, you can ensure that new hires feel valued, supported, and empowered to contribute to the company's success.

» Start redefining your onboarding by creating video documentation

Resources:

1. Gallup, Inc., “State of the Global Workplace Report - Gallup,” Oct. 2024. Available: https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx