How to Effectively Use Onboarding to Improve Engagement

Retaining great employees starts with onboarding. In fact, in our 2025 Employee Sentiment Report, we found that successful employee engagement actually hinges on the onboarding process. It can take 6-7 months on average for employees to feel settled in a role, but the first 30-90 days are critical for both employee productivity and longevity.

80% of workers say they’d stay longer in a role with better onboarding.

60% of employees who have left a job within the first 90 days cited a lack of proper training as a reason why.

78% of workers feel they’re missing tools or training that would make them successful in their role.

Highly engaged employees are twelve times less likely to leave their company within a year. Employees in every industry want their onboarding experience to adequately prepare them for their jobs. By looking at onboarding wholistically rather than the first few weeks, employers can mitigate high turnover and move towards a team culture that fuels purpose and drives success.

Benefits Of Good Employee Onboarding And Training

Currently, only 35% of workers feel engaged and essential at work, and 22% of workers have left a job within the first 90 days. Onboarding is a huge part of why engagement is so low.

And even though 84% of surveyed workers said they could reach out to their manager if they faced a barrier at work, most of those workers don’t act on that. According to Jeremy Krickel, Executive Vice President of Talent Development at Insight Global, leaders must proactively create space for feedback and empower their employees to speak up—starting in the onboarding process.

Training and onboarding benefits are plentiful when you and your team develop a strong onboarding program. Whether short- or long-term, these benefits offer a clear preview of a path to long-term success with your company. Good onboarding:

Accelerates learning and productivity: Resources like HR support and mentorship help new hires ramp up quickly.
Instills a positive culture: A sincere, detailed introduction helps new hires understand the written and unwritten ways your culture plays out. That makes them feel engaged, motivated, and productive as they ramp up.
Enhances skill development: Ongoing learning programs with a focus on skill enhancement boost retention and foster a culture of learning.
Improves employee retention: The more comfortable new hires are, the more likely they are to be connected to their role and the company mission from day one.

The Three Lenses of Onboarding

At Insight Global, we believe effective onboarding exists through three lenses: cultural, administrative, and technical. We look at it this way not to reinvent the wheel but to ensure our new hires are thoroughly taken care of every step of the way of this transition.

35% of employees feel engaged or essential at work.

Workers who reported a strong workplace culture were eight times more likely to say they felt engaged and essential at work.

22% of workers have left a job in the first 90 days.

The Cultural Lens

Culture is the foundation of onboarding. In fact, workers who report a strong company culture are eight times more likely to feel engaged and essential in their roles. From informal meetups to mentorship, early connection fosters belonging and retention.

Your culture includes all the ways your shared values show up in the workplace. “A defined culture is not a nice-to-have,” says Brindy Pickett, Vice President of Consultant Engagement at Insight Global. “We’ve found it’s a foundational driver of engagement, retention, and performance. If you’re intentional about the culture you want, it breeds success.”

Culture shows up in an employee’s first interaction with you in the hiring process, but how well they integrate into your culture determines how long they will stick around. Best practices include:

Connection: Include new employees in informal meetings like team lunches, dinners, or coffee right after their start date. These interactions can help them get acquainted with mentors, close peers, and leaders, fostering a sense of belonging sooner rather than later.
Orientation Programs: Comprehensive orientations like a “Welcome Week” initiative introduce new employees to the company’s history, values, mission, and purpose, setting the stage for their journey and their purpose in their role.
Mentorship: Assigning mentors or buddies establishes continuous support and guidance, helping them navigate their new environment.

The Administrative Lens

Simply put, the administrative lens focuses on all logistical and procedural elements of the onboarding process. This typically spans from Form I-9s to benefits. Best practices include:

Completing all paperwork: Ensure all employment forms, tax documents, and contracts are signed and submitted.
Granting system access: Provide new hires with access to necessary systems, email accounts, and software tools.
Policy familiarization: Educate new hires about company policies, procedures, and benefits.

The Technical Lens

The technical lens focuses on equipping new hires with the tools they need to excel. This includes providing necessary equipment and training on specific tools and systems. Best practices include:

Workspace setup: Ensure the new hire’s workspace is ready, including their desk, computer, and any other necessary equipment.
Technical training: Provide training on any software, tools, or systems they will use in their role.
Resource availability: Make sure new hires know where to find resources and support for process assistance or technical issues.

Watch Next: Reshaping Your Onboarding Process To Make New Hires Successful

How to Build a Strong Onboarding Program

A strong onboarding program introduces new hires to your culture, equips them with the tools they need, and sets clear expectations and benchmarks for success. But their success and engagement can also lead to the financial success of the whole organization. According to a Gallup poll, companies with high employee engagement typically have 23% higher profitability than their competitors.

At Insight Global, one of our onboarding tactics is bring our new hires to our offices toward the end of their interview process and grant access to paperwork packages prior to their first day.

“We find having them come on-site helps,” Courtney Palmer, Executive Director of Human Resources at Insight Global says. “It helps us be transparent, and it allows candidates to see the culture, meet a lot of the people they’ll be working with, and experience our pace.” We understand this isn’t always possible, but having employees meeting fellow co-workers face-to-face is a great tactic to help the candidate—and eventual employee—know what they’re walking into on their first day.

To ensure a positive start, here are some best practices for onboarding your employees and keeping engagement high from the start.

1. Plan Ahead

Map out the first week and 30-90 days before the start date.
Prepare paperwork, system access, and workspace setup in advance.

2. Plan a Great First Day Experience

Double-check name spelling and personalize welcome materials.
Send a welcome packet before day one to show readiness and support.

3. Encourage Early Connection

Schedule team introductions, coffee chats, or informal meetups.
If possible, invite candidates to visit the office before their first day.

4. Maintain Communication

Have a day-one conversation to set expectations and goals as your employee’s leader.
Share company values, mission, and culture during orientation.

5. Prioritize Learning

Provide role-specific training and technical resources early.
Give new hires time to absorb information before expecting output.

6. Build Continuous Support

Assign mentors or buddies for ongoing guidance.
Conduct frequent check-ins to identify roadblocks and gather feedback.

7. Ask for Feedback

Use surveys or informal conversations to learn what’s working.
Adjust processes based on insights to improve future onboarding.

8. Practice Transparency

Be upfront about company policies, performance expectations, and growth opportunities.
Share realistic timelines for training and professional development, so new hires know what to expect.

“When a new hire leaves within the first 90 days, we credit that to some type of miss in the hiring process; something that could have been avoided during the interview stages” Palmer says. “It may have been transparency regarding the job or culture, or transparency about the state of the team they’re joining. People need to know what they’re signing up for.”

Better Onboarding with Insight Global

Depending on the nature of new employees’ work and the need for continued training, building out a tailored onboarding and training strategy can help you to enjoy impressive results from employees and for your company.

Insight Global can help you source and hire outstanding candidates and set them up for success with onboarding that supports everyone’s goals and success. We know hiring and onboarding is not a quick or simple process, but we’re here to help when you’re ready.

For more advice from our experts about onboarding and employee engagement, check out our 2025 Employee Sentiment Report, our webinar on Reshaping Your Onboarding Process To Make New Hires Successful, and our Complete Guide to Hiring.

FAQs: Employee Onboarding

1. How long should an onboarding process last?

While the first 30–90 days are critical, effective onboarding often extends beyond the initial months. Many companies adopt a phased approach that includes pre-boarding, orientation, role-specific training, and ongoing development over 6–12 months.

2. What are the biggest mistakes employers make during onboarding?

Common mistakes include rushing the process, failing to set clear expectations, neglecting cultural integration, and not providing adequate training or resources. These gaps can lead to disengagement and early turnover.

3. How can I onboard remote employees effectively?

For remote hires, prioritize virtual connection and clarity. Schedule video introductions, provide digital welcome packets, ensure access to tools before day one, and set up regular check-ins to maintain engagement.

4. Why is onboarding so important for retention?

Strong onboarding builds confidence, clarity, and connection. Employees who feel supported and prepared are significantly more likely to stay long-term. Our research shows that 80% of workers would remain longer with better onboarding.

5. What should be included in an onboarding checklist?

A comprehensive checklist covers:

Paperwork and system access
Orientation and cultural introduction
Role-specific training
Mentorship or buddy assignment
Regular feedback and check-ins
Transparency around expectations and growth opportunities

6. How do I measure onboarding success?

Track metrics like time-to-productivity, retention rates, employee engagement scores, and feedback from new hires. These indicators reveal whether your onboarding program is meeting its goals.