✨  Don't miss out! Register for our Employee Appreciation Webinar scheduled for 29th February.🎖️
✨  Don't miss out! Register for our Employee Appreciation Webinar scheduled for 29th February.🎖️

Register now

Live Webinar: Secrets to Building a Successful B2B2C Growth Flywheel
Save your spot now

The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

Visit Hr Glossaries

Employee Onboarding

Employee onboarding is a crucial part of the hiring process that can greatly impact the success of a new employee and the organization as a whole. It is more than just providing new employees with paperwork and a tour of the office. 

A good onboarding process sets the foundation for a positive working relationship between the employee and the organization and can help the employee become productive and engaged more quickly. 

What is employee onboarding?

Employee onboarding is the process of integrating a new employee into a company or organization. It involves a series of activities and processes designed to help new employees understand the company's culture, policies, procedures, and expectations, as well as to help them acquire the necessary knowledge and skills to perform their job effectively.

Listen, recognize, award, and retain your employees with our Employee engagement software  

Why is employee onboarding important?

Employee onboarding is important for several reasons:

  1. Employee retention: A good onboarding process can help new employees feel valued, supported, and welcomed. This can lead to increased job satisfaction and reduce turnover rates, which can save the company time and money associated with recruiting and training new employees.
  2. Productivity: A good onboarding process can help new employees become productive more quickly by providing them with the tools, resources, and training they need to do their job effectively. This can lead to increased efficiency and productivity, which can benefit the company in the long run.
  3. Alignment: Employee onboarding can help align new employees with the company's goals, culture, and values. This can help them understand their role in the organization and how their work contributes to the overall success of the company.
  4. Engagement: A good onboarding process can help new employees feel more engaged with the company and their work. This can lead to increased motivation, job satisfaction, and a positive attitude toward their work and the company.

What are some components of a good employee onboarding program?

A good employee onboarding program should include the following components:

  1. Pre-boarding: This involves communicating with the new employee before their start date to provide them with any necessary information, such as the company's mission, values, and culture. It may also include sending them paperwork to complete before their first day.
  2. Orientation: This includes a formal introduction to the company, its policies and procedures, and the employee's job responsibilities. It may also involve a tour of the office and introductions to key staff members.
  3. Training: This component involves providing the new employee with the necessary training to do their job effectively. This may include training on company systems, software, and processes, as well as training on any compliance or safety requirements.
  4. Feedback and support: Providing regular feedback and support to the new employee can help them feel supported and valued. This may include regular check-ins with their supervisor, feedback on their performance, and opportunities for professional development.
  5. Integration: A good onboarding program should help the new employee feel integrated into the company and its culture. This may involve providing opportunities for socializing with other employees and participating in team-building activities.

How long should employee onboarding last?

The length of employee onboarding can vary depending on the organization and the complexity of the job. However, onboarding typically lasts anywhere from a few days to a few weeks, with some programs lasting up to six months or longer.

Who is responsible for employee onboarding?

Employee onboarding is the responsibility of the employer or the HR department. However, managers and supervisors can also play a key role in onboarding by providing support and feedback to new employees.

What are some best practices for employee onboarding?

Here are some best practices for employee onboarding:

  1. Start early: Begin communicating with new employees before their first day to provide them with any necessary information and make them feel welcome.
  2. Make it a team effort: Involve multiple team members in the onboarding process, including the new employee's supervisor, HR, and colleagues.
  3. Tailor the process: Customize the onboarding process to meet the specific needs of the new employee and their role within the organization.
  4. Provide clear expectations: Make sure the new employee understands their job responsibilities and performance expectations.
  5. Offer training and support: Provide the necessary training and support to help the new employee succeed in their role.
  6. Foster a positive culture: Emphasize the company's values and culture to help the new employee feel integrated into the organization.
  7. Continuously evaluate and improve: Regularly assess the effectiveness of the onboarding program and make necessary improvements.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

Quick Links

Employee Engagement solutions

Recognised by market experts