Employee Onboarding Process 
Long-term success begins with effective onboarding.

When it comes to onboarding new employees, every phase of the process is important: From the time they are hired, the days leading up to beginning their new job, through their first few days, weeks, months - and even first year. Well-designed onboarding plans are intended to help familiarize new hires with the overall goals of the company, and support them as they enter into their roles to become productive employees. Ultimately, the payoff is to reduce turnover, increase production, and encourage employees to stay for a long tenure.

Think onboarding starts and ends on the new hire’s first day? Think again.

A successful onboarding process begins as early as the recruitment and hiring processes, and often spans 1-2 years. While this may seem like a lengthy process, Work Institute believes that consistent feedback, communication and performance measurement are essential to determining employee longevity, loyalty, productivity, and overall understanding of the corporate culture and big picture.

Onboarding top talent means following and tracking the employee’s progress for mentoring and development opportunities, and is an ongoing engagement process through the lifecycle of a new employee. Work Institute specializes in capturing and measuring employee development in each phase of the onboarding process.

You invest time, money and effort into recruiting and hiring. Your investment shouldn’t stop when the new hire starts. Think about the importance of employee onboarding in various phases of the process:

Before the first day.

Organizing your onboarding process before your new hire arrives often includes handling paperwork ahead of time, creating a 30-60-90 day plan with the direct supervisor, setting up email and computer accounts, and forming a checklist. Being prepared ahead of your new hire’s arrival conveys commitment, excitement and investment from the company - and relieves some first-day stress for the employee.

First day.

The first day on a new job doesn’t have to be filled with anxiety and paperwork. Lay out your expectations from the start, have projects prepared from them to take on, help them identify the resources they’ll need, and impart the company culture. By instilling an onboarding process that ramps up new hires with current ongoings, they’ll be excited and ready to get to work right away.

First Week.

Throughout the first week, help your new hire build knowledge of internal processes, assign small tasks and provide feedback, and supply resources to aid in the transition. Make sure your new staffer understands how he or she can individually contribute to the company - and how to tackle key objectives.

First 90 Days.

Invest time into training, including cross training in other departments. Build opportunities for feedback, and encourage their feedback on insights. After 90 days on the job, your new hire should be ready for the first review to benchmark his or her progression within the company.

While the complete onboarding process should take up to 1-2 years, investing in a comprehensive approach can shrink the time it takes for a new hire to reach his or her potential.



We would love the opportunity to earn your business. Call us now to schedule your free consultation to discuss your employee onboarding challenges.

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Employees who go through a well-designed onboarding program are almost 60% more likely to stay with their organization after three years.

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employee retention studies
  • >How well your new hire onboarding process is structured.

    Take a closer look at the phases of your onboarding process. When does it start? When does it end? A well-thought out onboarding process should be comprehensive, integrating all aspects of your company and the position. Studies show that employees who go through a well-designed onboarding program are roughly 58% more likely to stay with the organization after three years.

  • >The level of support from leaders and coworkers.

    It’s crucial to surround new hires with positive influences, as it can set the stage for a productive and positive new employee. Are new hires getting the support and resources they need - both professionally and socially?

  • >An in depth look at the training process.

    Onboarding isn’t just about paperwork and introductions. Your onboarding and training program should cover best practices, technology, corporate culture, social integration, best practices, and cross-training in other departments, in order to shape well-rounded, knowledgeable and productive employees.

  • >The effectiveness of your benchmarks.

    A crucial factor in integrating a new employee into your company is offering open communication, feedback, follow-up and reviews. In order to shorten the time to productivity, employees must know where they stand and where they need to improve. Are you making it a priority to regularly meet with new employees to discuss job experience and performance throughout the onboarding process?


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.


Onboard new employees with confidence.

Work Institute specializes in digging into the current processes of your company in order to measure, understand and predict behaviors in your workforce. By uncovering valuable data about your onboarding process, we shed light on the things your organization is doing right, and the things that should be done better. We highlight the challenges and show you how to move forward, in order to maximize efficiency and reduce time to productivity.



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."