6+ Need-to-Know Employee Onboarding Statistics  

The onboarding process is sometimes an overlooked part of hiring a new employee, but it can have a huge impact on an organization.  

A good onboarding experience can boost retention, productivity, and satisfaction. A bad employee onboarding experience can have the inverse effect: higher attrition rates (especially among new hires), lower rates of productivity, lower employee satisfaction, and ultimately, a worse company culture, which can impact your bottom line. 

These effects are not just hypothetical—they’re backed by data. Every business, small or large, should know these employee onboarding statistics and all the ways they can impact their organization.  

Let’s dive in.

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ON-DEMAND WEBINAR: From Onboarding to Productivity: How to Make Your New Hires Successful

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Top Employee Onboarding Statistics for 2024

1. Only 12% of employees strongly believe that their organization does a great job of onboarding new hires (Gallup)  

A 2019 Gallup report shows that most of the workforce feels their companies do not excel at onboarding. The report also reveals that only 30% of new hires felt prepared for their roles after completing the onboarding process.  

This should raise some alarms. Do you know how your own people feel about their onboarding experience? The best way to gauge the effectiveness of your onboarding processes is by asking your employees! If a significant number of them feel their onboarding programs were inadequate, it’s time to start thinking about where improvements can be made.  

2. 55% of organizations admit that they do not measure the effectiveness of their onboarding programs (Businesswire)  

While it’s clear that many companies struggle with employee onboarding, a Kronos study reported by Businesswire reveals that more than half of organizations don’t track how well their onboarding programs are working. Without measuring, how can you know what’s working and what isn’t?  

As we mentioned earlier, step one is asking your employees for feedback. This could be done three to six months after they complete onboarding, through a conversation with their manager, or via a formal survey.  

Whatever your methods are, your onboarding assessments should tell you several key things: 

• Did they complete all new hire paperwork? 
• Did they receive the necessary equipment and set-up instructions? 
• Do new hires understand your company’s policies? 
• Did they receive access to all the necessary systems they need to perform their job duties? 

But onboarding is about more than paperwork and getting set up with laptops. A good onboarding experience helps new hires integrate into the company, their team, and teaches them how to succeed in their role: 

• Do employees understand your company’s mission and values? 
• Do they feel integrated into their team? 
• Do they feel prepared to perform their job? 
• Did they receive training, or plans for continuous training, during onboarding? 
• Were they given clear expectations and goals for their role? 
• Do they understand what growth opportunities are available to them?  

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3. Just 31% of organizations provide a detailed overview of growth opportunities during the onboarding process (CareerBuilder) 

Opportunities for career advancement and skill development are make-or-break factors that candidates weigh when considering job offers. They’re also among the top-cited reasons employees choose to stay with companies long-term. 

Your onboarding process is your employees’ first real impression of your company and what it’s like to work there. You want to make sure it’s a positive experience that communicates all the ways they can grow within your organization. First impressions are lasting and can be difficult to change if you start off on the wrong foot. 

A survey conducted by BambooHR confirms just how crucial first impressions are in influencing a new hire’s future with your company. It found that 70% of new hires decide whether a job is the right fit within the first month, with 29% making a decision within the first week. On average, companies have only 44 days to influence a new hire’s long-term retention. 

Make the most of this time by delivering a thoughtful onboarding experience that outlines their growth potential and sets them up for success.  

4. About a quarter of organizations have no strategy for onboarding internal hires when they take on new roles (Businesswire) 

We’ve talked a lot about onboarding new hires in this list of employee onboarding statistics, but what about internal onboarding? This refers to integrating an internal hire into a new role within the same organization, and only 24% of surveyed companies have a process for it. 

An internal onboarding process doesn’t need to be as comprehensive as onboarding external hires. Internal hires are already familiar with your company culture, policies, and mission. However, they still require training on their new job responsibilities, processes, and how to work with their new team, just as an external hire would. 

Even if they’re transitioning into a leadership role on the same team, formal training is still beneficial. 

At Insight Global, employees promoted to leadership positions participate in our Leadership Academy program, where they receive training on leadership skills, team management, and strategic thinking. 

While we might not call this “onboarding,” it’s still an essential process for new leaders to learn effective management techniques and become comfortable in their new roles. 

5. 41% of employers believe the lack of a structured onboarding process has had a negative impact on their company (CareerBuilder)  

CareerBuilder surveyed more than 2,000 hiring and human resource managers and found that 41% of them believe that a lack of or inefficient onboarding process has resulted in various negative impacts, including: 

• Lower productivity  
• Greater inefficiencies 
• Higher employee turnover  
• Lower employee morale  
• Lower level of employee engagement 
• Lower confidence among employees 
• Lack of trust within the organization  
• Missed revenue targets 

Based on this employee onboarding statistic, it’s clear that the consequences of poor onboarding aren’t just hypothetical. These are measurable impacts observed by companies. A bad onboarding process can truly be detrimental to a business. 

6. 71% of employees want their employers to perform a “re-onboarding” (Paychex)  

It’s never too late to give your employees a successful onboarding experience. If you think your teams are facing some of the negative impacts of a failed onboarding, consider re-onboarding! 

Re-onboarding involves all employees, both new and existing, undergoing a refreshed introductory process designed to reestablish expectations, discuss and address challenges, and boost employee morale. 

This process can be beneficial if you believe your employees did not receive an effective onboarding process the first time around. It’s also valuable during times of mergers, acquisitions, restructuring, or shifts in company direction.  

A survey conducted by Paychex found that employees who underwent a re-onboarding process felt more focused, energized, and productive.  

Good Onboarding is the Foundation of a Successful Workforce 

These employee onboarding statistics prove that the process is more than just a procedural formality. It’s your first opportunity to make a strong impression, help new hires get up to speed, and ensure their long-term retention. Since employees are the backbone of any business, it’s crucial they start off on the right foot.

At Insight Global, we can help you hire the best candidates for your open positions and work with you to provide them with an impactful onboarding experience. Get in touch with us today.