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Getting the best talent is half the fight. The real struggle comes when the new hires walk into the organization. Without an official onboarding process, employees are lost, isolated, and uncertain about their job—leading to premature turnover. The initial 90 days set the stage for an employee’s long-term success and loyalty. An official onboarding program not only enhances engagement but also boosts productivity and retention.

This HR360 issue takes you through the key steps of a successful onboarding process, what does and doesn’t work, and how organizations can make the first 90 days count.

First Impressions Matter – Preboarding is Key

Onboarding doesn’t start on day one—it starts the moment an offer is accepted. The preboarding process is where businesses get to either create excitement or confusion. A warm and transparent pre-onboarding experience makes new hires feel engaged, appreciated, and prepared for the first day.

A good welcome email should also anticipate all questions—what to do on Day 1, reporting time, dress code, induction schedule, and important contacts. This is also the moment to establish overall expectations so the new employee feels at ease taking up their new position. Without this, employees may feel disconnected even before they officially start.

Companies that put money in formal preboarding—sending reading material, IT installation, and role definition—experience an easier transition. Little things, like pairing someone with a buddy or pre-boarding over the phone, can make new recruits feel part of the team right from the beginning. First impressions count—get them right.

Day One and Beyond – Building Engagement from the Start

The first day on the job can be intimidating. Without an organized plan, new employees will feel lost, unclear about their function, or out of sync with the team. A definitive onboarding schedule guarantees a smooth ride.

Breaking the ice at the beginning of the day makes the employee comfortable. A group induction session can introduce several hires together, creating a positive atmosphere for the day. Onboarding has to include an integrated company introduction presentation or a vision, mission, values, and leadership video. IT setup should be pre-planned for before that, with laptops, email access, and HRMS ready ahead of Day 1. The employees should also be familiarized with company policies, organizational hierarchy, and key stakeholder groups.

Little gestures, like an induction lunch or a personalized greeting card, are extremely effective in making the employee feel appreciated. A one-on-one meeting with the reporting manager at the beginning establishes expectations. Another frequently neglected but important element is getting the team on board with the new hire. Whether through an HRMS notification or an email introduction, making the new individual feel part of the team is important. A casual welcome note from a fellow colleague can put them on the right trajectory.

The First 30 Days – Laying the Foundation for Success

The first month is all about building clarity and confidence. Employees need structure, guidance and constructive feedback to adjust. This should be spent in helping them to understand their significant responsibilities, set goals, and align with teams.

Regular management meetings, mentorship programs, and regular training sessions help ensure that the employees are adapting to the new setup well. In this phase, the buddy system can prove to be a blessing, offering new employees a person they can turn to for help.

Besides technical orientation, fresh hires need to understand team behavior, company culture, and ways of working. Effective onboarding is not merely about what the employee does but also how they do it within the company environment.

The 60-Day Checkpoint – Feedback, Support, and Adjustment

By the second month, employees should be picking up speed, but not necessarily fully integrated. Continuing feedback loops are required to check progress, address problems, and reiterate commitment.

There must be frequent one-on-one sessions with managers, buddy check-ins, and HR follow-ups. It’s also the ideal time to introduce pulse surveys or feedback forms to gauge how onboarding is going. Those companies that seek and respond to feedback increase retention levels dramatically.

A large error that businesses make is having the onboarding process completed too soon. Employees might still be getting used to things, and without formalized touchpoints, they can be lost. Keeping the communication door open is a must.

The 90-Day Mark – Retaining, Engaging, and Long-Term Success

By the third month, the employees should be a part of the team, secure in their job, and certain about their career. However, most organizations skip this important phase by assuming onboarding is complete.

Career discussions and awards should be brought in at this time. The employees should be given prospects for development, learning avenues, and the chance to mature in their leadership. Formal career progression improves retention and satisfaction.

Companies that invest in post-onboarding engagement—such as mentorship, ongoing training, and formalized career discussions—see a direct correlation with long-term retention. Onboarding is not just a 1-3 day experience—it’s a 90-day plan for long-term success.

Final Thoughts – Onboarding is an Investment, Not an Expense

An effective onboarding isn’t just a function of greeting new employees with a warm welcome note—it’s about making them feel ready, confident, and willing to learn and grow in the company. Done well, it gets them settled in quicker, do their best work possible, and actually stay!

Did they have crystal clear expectations on day one? Was their entry into the company smooth? Do they feel connected, valued, and supported? Those are the questions that establish successful onboarding.

Done right, onboarding converts new employees into company advocates. How does your organization do onboarding? Let’s get a conversation started—comment below!