What Is Onboarding for New Employees?

We talk a lot about onboarding new employees, but how do you define “onboarding”?  What does onboarding really mean? Let’s spend a little time looking at our Enboarder onboarding definition in detail, with some pointers on best practices along the way.

It’s tempting to think of onboarding as a handbook, a few handshakes, and a quick tour around the office on the first day. At too many companies, that’s sort of what happens (nearly 1 in 3 employees recently told us their onboarding only lasted one day 😢).

This makes us so sad because it’s a huge miss. Sure, it may be just a Monday for HR or managers, but for a new hire, this is the blockbuster opener to an exciting new career at a new company — and it is the foundation that will ultimately support their long-term retention and productivity. 

Onboarding needs to go beyond an introduction and be actual integration. If you’ve clicked on this post, you are probably curious about what exactly that integration entails. Let’s dive deep into our onboarding definition!

What Is Onboarding, Anyway?

Onboarding is a crucial phase in the employee lifecycle, pivotal for both the employer and the new employee. In fact, we would argue that it is THE most crucial phase. It’s the onboarding practices and processes by which new hires are integrated into an organization, equipped not just with tools and policies, but also with the cultural and social understanding needed to thrive in their new roles. 

Onboarding is also the strategy and framework that supports those new hires from the moment they accept an offer, guiding them through their initial days, weeks, and months at a company. 

Effective onboarding is designed with the employee’s need at the center – ensuring employees understand their roles, the company’s expectations, and how they fit into the broader mission and values of the organization. And yes, it also involves the first day and a lot of paperwork — as well as the clarification and support to drink from that firehose without feeling waterboarded.

So often we see that when things go wrong in the employee experience, it can be traced back to red flags that started in onboarding. If onboarding is only about getting what the company needs from a new hire, it misses the opportunity to:

• Forge connections and foster a sense of belonging
• Align personal goals with organizational objectives
• Embed new hires into the cultural fabric of the company in meaningful ways 

And the results will be felt for the rest of the time employees are with you — and even after they move on.

Defining Onboarding with the 4 Cs

Before we jump into the intricacies, there’s one framework we want to share that we think is invaluable in defining your employee onboarding experience. Let’s quickly break down the foundational pillars known as the 4 Cs of onboarding:

• Compliance: This is the nitty-gritty stuff—health and safety rules, legal requirements, and paperwork. It’s not glamorous, but it’s essential to keep everything on the right side of the law and regulation.
  
• Clarification: Here’s where things get interesting. Clarification ensures that new hires aren’t just present at work, but fully understand their roles, goals, and expectations. Clarification is also about shining a light on what matters most in the overwhelm of the first weeks.
  
• Culture: Culture onboarding immerses newbies in the heartbeat of your organization — its values, norms, and workplace etiquette. It’s what makes them feel at home in their new work environment and gives them a sense of purpose and meaning.
  
• Connection: And here’s the brass ring! Connection is ensuring that new hires build vital interpersonal networks with their colleagues. The biggest wins happen when you can transform co-workers into workplace allies, mentors, and friends.

And we can’t forget about Experience – each of the four Cs should be wrapped in an engaging experience for new hires. Thoughtful “wow” moments create memories that set your company apart. In our recent onboarding survey, new hires who had a “wow” moment during onboarding were twice as likely to say they felt fully informed, engaged, and confident during the onboarding experience. 

Common Misconceptions About Onboarding

Onboarding is often misunderstood, so let’s debunk some myths:

• It’s just about paperwork: The documents and paperwork are important. No doubt. It’s why compliance is always the first C. But you should also think bigger! While forms are part of it, the real magic lies in making employees feel valued and equipped.
  
• It only lasts a week — or a day:  Onboarding shouldn’t be something you think of as one and done. It’s less of an event than an experience. Ideally, it starts from the time an employee is a candidate, keeping them connected up to their first day and getting paperwork and other busywork completed in advance. Then it picks up on day one and helps them integrate into your workplace. When does onboarding end? It probably doesn’t. Effective onboarding can last up to a year, ensuring employees always have a source for important information or can connect with others as their roles grow.
  
• It’s the same as orientation: Orientation is a hello; onboarding is the whole conversation. Far beyond just a day’s agenda, onboarding should include ongoing support and immersion. You can read more about the difference between onboarding and orientation, here.
  
• Experienced hires don’t need onboarding: Everyone needs a map, regardless of how many trips they’ve taken. Even your veteran new hires need to understand how your company navigates. Your onboarding process should take into account onboarding at every level of your organization.
  
• It’s the sole responsibility of HR: Onboarding is a team sport. It involves managers, peers, and various departments to truly make a new hire feel welcome and prepared. Be sure you give everyone the training, information, and automation tools they need to help colleagues onboard!

How Onboarding Shapes Employee Experience

Onboarding is transformative and here’s how it revolutionizes the employee experience:

1. Boosts Engagement: Employees who are onboarded effectively show higher levels of job satisfaction and engagement.
   
2. Increases Retention: A rock-solid onboarding process significantly reduces turnover rates. Employees feel cared for and seen. That’s why in a recent Enboarder survey, 34% of employees with good onboarding say it motivated them to stay longer at their company.
   
3. Speeds Up Productivity: Proper onboarding cuts the time it takes for new hires to become productive members of the team. In our recent onboarding survey, 40% of employees with good onboarding experiences reported increased productivity.
   
4. Enhances Performance: With clear goals and aligned expectations, employees can perform at their best.
   
5. Fosters Innovation: When employees understand their role and feel connected, they’re more likely to contribute innovative ideas.
   
6. Builds a Supportive Culture: Effective onboarding promotes a culture of support and growth, which is vital for organizational success. Case in point: 38% of employees told us they feel better about their company culture as a result of their onboarding experience.

Want to see some great, recent stats on the difference onboarding can make in key outcomes? Check out our recent blog about onboarding statistics!

Establishing Your Own Onboarding Definition

Hiring employees can be an arduous and expensive investment so make sure it pays off. A good onboarding strategy is the best way to protect that investment and help your new starters thrive. Ready to get started? Explore how Enboarder can transform your onboarding process from a routine procedure to an exciting, engaging, and effective journey. Download our Modern Onboarding Blueprint or contact us today to connect with our team to learn how Enboarder can help you create a game-changing onboarding experience.