How Mature is Your Onboarding?

Let’s be clear: when we talk about the “maturity” of your onboarding process, we’re not suggesting that your HR department is onboarding new employees with a round of hide-and-seek or a spirited game of tag (though, admittedly, that could be quite a memorable first day!). Nor are we suggesting that you should be gravely serious or complaining about your aching bones.

When we talk about maturity, it really means assessing the overall sophistication, effectiveness, and depth of your onboarding strategy – with the aim of seeing where you have room to grow.

Why aim for maturity in onboarding? Just as people grow and develop, your onboarding process should also evolve. It should mature from a simple introduction to the company into a well-rounded, comprehensive immersion into the corporate culture, expectations, and community.

In our Modern Onboarding Blueprint, we share an Onboarding Maturity Model to help you assess the level of your onboarding process – from Stage 1 to Stage 4 – and see where your company is ahead of the curve or might be a bit of a late bloomer. Here’s a quick breakdown of the four different components of this 4C model-Compliance, Clarification, Culture, Connection, and Experience-along with some questions to help you assess where you are on each:

Compliance: Table Stakes for Onboarding

Compliance is crucial, but it shouldn’t feel like a mountain of paperwork. Spread information over time in bite-sized ways to make the onboarding process digestible. Assess your progress by asking:

• Is your compliance process overwhelming for new hires?
• Do you provide clear, concise information about policies and procedures?
• Are you using easily digestible methods to present compliance materials?
• Is your compliance training interactive and engaging?
• Are you leveraging technology to streamline the compliance process?
• Do you gather feedback from new hires on the compliance process?
• Are compliance responsibilities clearly defined for all stakeholders in the onboarding process?
• How do you measure the effectiveness of your compliance training?

Clarification: Aligning People with Purpose

Clarification is about helping new hires understand their role and its significance within the organization. Assess your progress by asking:

• Do you clearly communicate the organization’s goals and values during onboarding?
• Are new hires provided with clear, detailed job descriptions and expectations?
• Do you discuss how each role contributes to the company’s success?
• Are managers engaged and providing guidance?
• Do you offer mentorship programs to support role clarification?
• Is there a structured plan for role-specific training and development?
• Are success metrics for the role clearly defined and communicated?
• How do you ensure ongoing clarification and support beyond initial onboarding?

Culture: Making Values Tangible

Culture is the heartbeat of your organization – so it’s crucial to move beyond mere orientation presentations and make your culture a lived daily experience. Assess your progress by asking:

• Do your onboarding activities reflect and reinforce your company culture?
• Are new hires introduced to culture in a way that sparks belonging?
• Do you showcase real-life examples of your values in action?
• Are there opportunities for new hires to connect with culture ambassadors?
• Is your leadership actively involved in demonstrating company culture?
• Do you provide platforms for new hires to give feedback on culture?
• Are cultural events and company traditions part of your onboarding process?
• How do you ensure that remote or hybrid employees are immersed in your company culture?
• Do you have mechanisms to monitor cultural alignment and engagement?
• How do you handle cultural misalignments or conflicts during onboarding?

Connection: Fostering Authentic Relationships

Connection is about creating genuine, personal relationships within the organization. They not only make the onboarding experience impactful – they are the essential component of a successful career. Assess your progress by asking:

• Do you facilitate introductions and networking opportunities for new hires?
• Are there team-building interactions that reflect your company’s values?
• Do you provide platforms for new hires to share their backgrounds and interests?
• Are managers and team members encouraged to engage with new hires beyond work-related topics?
• Do you celebrate milestones or achievements during the onboarding period?
• Is there a buddy or mentor system in place for new hires?
• Are there opportunities for new hires to engage with senior leadership?
• How do you ensure that remote team members feel connected and included?
• How do you measure the success and impact of your connection-building efforts?

Together, these four components roll up to comprise the entire onboarding experience. If all four components are present and working well, that should result in a more cohesive, engaging journey that aligns with your business objectives.

To learn more about the four stages of our Onboarding Maturity Model, and get a comprehensive guide to building a more connected onboarding experience, download our Modern Onboarding Blueprint!