The Job Openings and Labor Turnover Survey (JOLTS) provides important data on job openings and employee movement. And with a fitting acronym, it captures the jolting impact of high turnover on companies, as evidenced by the current rate of 5.6 million positions vacated monthly.
Don’t let high turnover be a strain on your business. Consider a strategic onboarding program to be your secret weapon for employee retention. By investing in a well-designed onboarding process, you can significantly reduce attrition and build a thriving team. Let’s explore four onboarding strategies for long-term employee success.
But first, what’s the connection between onboarding and employee retention?
From Onboarding to Retention
Insight Global hosted a webinar with hiring experts Alicia Ebrahim, Delia Phillips, and Jill McFarland where they answered the questions we hear most often about employee retention. In this excerpt, McFarland explains the connection between new hire onboarding and new hire retention.
Want to watch the full webinar? How to Keep Employees Happy: Answering Our Most-Asked Retention Questions is available on demand. Sign up now!
Or keep reading to discover four tips for a strategic onboarding program.
4 Ways to Onboard New Employees and Boost Retention
Onboarding and orientation are not the same thing. A strategic onboarding program lasts beyond a new hire’s first few days or even first few weeks. This is how we onboard differently–and get industry-leading retention rates.
1. Targeted Training
A traditional training supplies everyone in a role with the same information—regardless of their background or learning style. Targeted training flips this script! It aligns the specific requirements of the position with each employee’s unique strengths.
Imagine a training that considers your current knowledge and preferred learning style. This personalized approach can make it more likely for your employees to retain and use the information they’ve learned. Targeted training has great potential to get you up to speed faster and prepares you to excel in your role.
A strategic onboarding program should prioritize open communication. By talking to new hires during this phase, you can personalize their training plan, assess their existing skills, and tailor the learning materials to their specific needs—avoiding redundancy and maximizing knowledge retention.
2. Conduct Frequent Check-Ins
Frequent check-ins serve a range of purposes. For instance, with a single check-in, you can:
- Ensure new skills are actively being applied
- Identify and address potential roadblocks early
- Gain valuable feedback on your strategic onboarding program and areas
- Improve your leadership skills.
- Foster intentional connections with your new team members and foster a positive work environment.
By checking in frequently, you can prevent your employees from feeling disconnected from management or from letting an issue fester to the point of disrupting their peace of mind. New hires are evaluating if your company is a good long-term fit. Frequent check-ins during this phase provide a safe space for them to ask questions, voice concerns, and ensure a smooth transition.
3. Set up a Mentorship Program
Mentorship isn’t just about learning the ropes. During onboarding, it provides new hires with the resources to learn and receive invaluable support. This combined approach sets them up for a smooth transition and long-term success. Here are some tips for structuring an effective mentorship system:
- Match Experienced Mentors: Pair new hires with experienced employees who can offer valuable guidance.
- Set Clear Expectations: Establish reasonable and respectful guidelines for both mentors and mentees, ensuring optimal use of work time.
- Mentee-Driven Schedule: Empower new hires to help build a mentorship schedule that fits their learning style and workload.
- Grow Your Mentorship Pool: Encourage former mentees to become mentors, creating a continuous cycle of knowledge sharing and growth.”
4. Welcome New Hires with Lasting Impact
The initial “honeymoon” phase of a new job is exciting, but keeping employees engaged over the long term takes more than just a handshake. Here’s where “Welcome to the Team!” events become a powerful tool.
Some ideas to help new employees feel welcome and appreciated:
- Hold a welcome lunch, and create a relaxed, welcoming atmosphere.
- Host recurring team gatherings that can create a relaxed space for new hires to connect with colleagues outside of a work environment.
- Want your team to spend time connecting with new hires? Try preparing a handful of engaging questions for each new employee and post their answers in a common area or send them in an email!
This type of approach shows new hires you care and helps them feel comfortable sharing their unique personalities with the team.


Onboard for Success
A strong, strategic onboarding program starts with a clear understanding of your employees’ needs. Analyze your system to see where it excels and where it falls short. Is your onboarding failing to prepare them for the realities of the job? Targeted training can address this. Are employees leaving without warning? Frequent check-ins can uncover unspoken concerns.
Onboarding extends beyond an employee’s first week. By creating strategies that address individual needs, you unlock a throughline to employee retention and long-term success.