Employee Onboarding Best Practices 
Use best practices to create the best new hire onboarding process.

You don’t get a second chance to make a good first impression.

New employees strive to make a good first impression upon hire - but what about your company? The relationship between the new employee and the employer is a two-way street, and one of the best ways to start off on the right foot is through an engaging onboarding experience.

The best practices for onboarding a new hire yield high outcomes: Not only are you welcoming your new employee to your organization, you’re setting them up for a long, successful road with your business. In order to help them become high performing in their new roles as quickly as possible, you must give them the time, the tools and the resources to do so - all while integrating them socially and culturally within your business.

The best onboarding practices consider both the employer and the employee.

You hired your new employees to your company because you believed in their skills, performance, knowledge, passion and attitude. They accepted the position because they were convinced your company is a better opportunity than their previous employer. Reaffirm their trust in you with a thorough, streamline, and engaging onboarding process. Doing so won’t just help you retain top performers, but it will also save you thousands of dollars in recruiting and hiring costs.

Work Institute’s onboarding survey takes an in-depth look at your onboarding program. We get to the bottom of how well your onboarding practices are being received and are working - and why. After identifying your strengths and weaknesses in onboarding, we work with you to determine the best course of action in order to build your onboarding process into a program that produces top-performing, highly engaged employees.



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Set your employees up for success. Performance and development are best enhanced through ongoing, two-way conversations about expectations, goals and growth. Performance reviews and feedback 30, 60, and 90 days after hire can reassure the employee about his or her role with the company, resolve any issues that may arise, answer any new questions, and allow for proper coaching new hires need in order to succeed and become high performers in their new roles.


Learning through others encourages faster growth. According to studies, people retain 75 percent or more from on-the-job experience. A hands-on, one-on-one approach reduces the employee’s time to productivity, and encourages collaborative thinking. Personalized onboarding programs allow new employees a chance to understand corporate culture and departmental priority, and reinforce inner-workings and goals. We suggest allowing your onboarding program provide a network of currently employees as a resource to your new hire - allowing for improved integration, and ultimately - retention.


Track specific data. You may be able to see short-term results from your onboarding efforts, but measuring specific data is crucial to accurately measure its impact. In order to do so, you must establish your metrics at the beginning of the onboarding program. Build your metrics around business objectives, including program participation and progress rates, program completion rates, and time-to-productivity rates.

Onboarding is an investment of time and resources that produces high engagement and productivity

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employee retention studies
  • >The consistency of your onboarding program.

    A standardized program sets everyone in motion - in the same direction. Organizations with consistent onboarding processes see higher rates of new hire performance goals met, higher new hire engagement and retention.

  • >The engagement of new employees.

    Engaged employees are productive employees - and engaged new employees are quicker to learn their new role and more eager to grow within the company. A successful onboarding program lights the initial fire.

  • >Key measurements within the onboarding program.

    What are your onboarding goals and metrics? Are they being measured and examined? A proper onboarding program tracks its successes and failures and is constantly evolving.

  • >Best practice implementation.

    Not every company utilizes the same practices within their strategic onboarding programs. Is your process beneficial to both your employees and your business?

  • >Communication between managers and new employees.

    Communication is key in developing great relationship and great, long-lasting employees. Checking in frequently and allowing for two-way communication can ensure new hires understand what’s expected of them.


Once you become a partner of Work Institute we assign you a Client Services representative. This person will be with you every step of the way – from identifying who needs to be interviewed, crafting the specific study questions, gathering and providing data analysis to building a change management plan to address specific issues and meet predefined business goals.

Your Client Services representative will become an integral part of your internal team by providing research, data, analysis and recommendations along the entire feedback cycle. Their entire focus is your company’s engagement and retention strategies. They find what isn’t working and get it working again saving your hundreds of thousands of dollars in turnover costs.

Once we get the interviews and surveys in place, your Client Services representative will work with you to summarize the major 3-4 trends in bullet form with the supporting raw data as a reference. We will regularly meet with you and any key leaders to discuss what we’ve discovered and will work with you to build a plan of action to make key changes.

Our reporting system is designed to give access to whomever you deem necessary.  Sometimes all organizational leaders want and need to know the research. Sometimes it’s better to have one key internal person managing the process. Whatever the request, we will provide access at no additional charge.

We use our combined experience of close to 30 years in human resources and our ability to capture the specific data you need to design thorough action plans to solve HR issues. For example, just by solving simple issues in recruitment results in hiring the right top talent for your open positions. Hiring the right top talent means reducing turnover significantly. This is what consulting with data can do for you.


Set the stage for long term success of your company's new employees.

Work Institute believes an effective onboarding program begins with an in-depth look into what your business needs in order to succeed - and what new employees need in order to thrive. Following our comprehensive employee onboarding survey, we show you what areas of your process need improvement and how to get the most out of your recently recruited and hired employees. Our key measurements show your program’s success, and we show you how to improve in order to scale your strategic onboarding program across your entire organization.



Our experts can help you determine the solutions best suited to your company’s needs.

  • "The actionable and detailed data from the Work Institute gave us the support to make the changes our employees needed to see. The ability to break it down into different divisions particularly provided us with the insight to address specific concerns within departments and levels, as opposed to blanket solutions, and led to an overall more productive workforce."