Successful Onboarding: Strategies to Unlock Hidden Value Within Your Organization

Successful Onboarding

Why did I choose this resource?

I chose this resource to learn more about the importance on an onboarding system and how we can improve our current onboarding process.

What did you learn from it?

I learned that an onboarding program is extremely important for the success and retention of new hires. It is also important to review and improve the onboarding process.

Key Knowledge

  • One third of new hires leave in the first 2 years
  • Tactical onboarding leads to a more productive employee faster
  • Initial onboarding should include training for a new hires first 12 months
    • systematic onboarding should be continuous
  • “Onboarding Margin – the value that employees realize is the opportunity not just to earn a paycheck but also to attain respect, achievement, and “self-actualization.””
  • All personnel in a company should have a part in onboarding new team members
  • Four Phases of Onboarding
    • Prepare
      • Complete paperwork before first day
    • Orient
      • Traditional welcome package / orientation
        • Company strategy and culture
    • Integrate & Excel
      • Available mentoring support
      • Feedback from supervisors and coworkers
      • Opportunities to socialize
      • Planned education
      • Career planning advice
  • Four Pillars of the Onboarding Margin
    • Early Career Support
      • discuss long term career goals on the first day
      • align assignments with the long term career goal
      • offer guidance, insulation, and remediation
    • Cultural Mastery
      • corporate culture – company’s mission and values (POV – management, employees, and the marketplace)
      • organizational culture – the manner in which employees think and behave
      • extremely important the culture supports the mission and values
        • “cultural audit” – group interview with employees to check on alignment
    • Interpersonal Network Development
      • connect new hires with current employees (similar job areas)
        • reduces risk of isolation and improves professional success
        • “structured social programs” for a new hires first year
    • Strategy Immersion and Direction
      • onboarding should include how the new employee will add to the company strategy and how they will develop strategic thinking
      • openly share corporate strategy in layers; explain which strategies are most important and why
  • Continuously review and improve the onboarding program
    • “internal discover”
      • focus on the most important requirements and how to achieve them
    • “external benchmarking”
    • “opportunity identification”
    • “obtaining organizational validation and buy-in”
      • all team members recognize the significance of an onboarding program

How are you using what you learned?

I am using what I learned to improve the current onboarding program.

Key Changes / Key Actions

  • Include more personnel in the onboarding process
  • Discuss creating a new hire portal


  • Name : Successful Onboarding
  • Author : Mark A. Stein and Lilith Christiansen
  • Link to Book

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