When new employees leave straight away: These onboarding mistakes should be avoided

Mistakes in onboarding can lead to hard-won specialists resigning during their probationary period and turning their backs on the company. We show typical onboarding problems and describe how they can be avoided.

The new employee has barely started with their employer when they realize that many things are not as they had imagined their new job would be. In the worst case scenario, this can lead to
lead to the new colleague leaving the company before the end of the probationary period.

Many typical onboarding mistakes can be avoided if companies are aware of these pitfalls. We present them below.

No well thought-out onboarding process

One of the most serious mistakes a company can make is not having a comprehensive and well-thought-out onboarding process. It may seem trivial, but many organizations are reluctant to invest sufficient resources in onboarding new employees. This is particularly concerning given the current skills shortage and increasing turnover, where the long-term retention of each employee is crucial. If new employees have to tackle their tasks without adequate support and guidance, this can quickly lead to frustration and a feeling of being overwhelmed. This in turn increases the likelihood that they will leave the company early.

Lack of consistency in the onboarding strategy

Another problem is the lack of a consistent and company-wide onboarding strategy. The quality of onboarding is often left to the individual skills and commitment of the respective managers or teams.
This leads to inconsistent experiences for new employees, with some benefiting from a warm welcome and structured induction, while others feel left alone and uninformed. To ensure that all new employees have the best possible experience, HR should develop and implement a centralized, structured onboarding journey that applies to all areas of the business.

Wrong timing of the onboarding process

The timing of the onboarding process is also a crucial factor. Some companies only start onboarding on the first day of work or limit it to a few, irregular group events. This neglects the important phase between signing the contract and starting work, during which a bond with the company can already be established. Effective preboarding involves continuous communication with the new employee, providing information about the company and its culture and introducing the team. This promotes emotional bonding and reduces the risk of resignations before the first day of work.

The challenge of choice of location: virtual vs. presence

With the increase in working from home and flexible working models, the question of the right location for onboarding measures arises.
While some companies rely on face-to-face onboarding in the office to convey a sense of connection and welcome, others prefer virtual onboarding offerings that allow for flexibility and efficiency. The choice of the appropriate format depends on the corporate culture, the individual needs of the employees and the specific requirements of the role in question. A combination of virtual and face-to-face elements may be the best solution to ensure both social integration and professional induction.

The often neglected onboarding of managers

One aspect that is often overlooked is the onboarding of managers. Inadequate onboarding of managers can have a negative impact on the entire team and lead to demotivation and increased staff turnover. It is therefore important to offer a structured onboarding process for managers that familiarizes them with the corporate culture, the expectations of their role and the specific challenges of their team. Special coaching programs can help to establish a modern understanding of leadership and increase productivity.

Unfulfilled expectations and the reality of day-to-day work

Another critical point is unfulfilled expectations from the application phase. If promises regarding working conditions, flexible working hours or salary agreements are not kept, frustration and mistrust quickly arise. It is therefore crucial that companies are honest and transparent in the recruitment process and ensure that the reality of day-to-day working life matches the expectations of new employees.

The importance of support, feedback and appreciation

Difficulties with line managers, lack of support and lack of feedback can also have a negative impact on onboarding. New employees need clear expectations, regular feedback on their performance and the support of their managers in order to be successful. It is important to foster a culture of open communication where new employees feel comfortable asking questions and raising concerns. Appreciation and recognition for their work also help to increase the motivation and commitment of new employees

Concrete measures to improve onboarding

To avoid the problems mentioned above and ensure successful onboarding, employers should take the following measures:

• Communicate clear expectations: From the outset, expectations of new employees’ performance and behavior should be clearly communicated.
• Schedule feedback meetings: Regular feedback meetings should be scheduled in the calendar to give employees the opportunity to discuss their progress and receive support.
• Allow time to get to know the company: New employees should have ample time to get to know the company, its culture and its people. This is at least as important as familiarizing them with their new tasks.
• Provide work materials: It should be ensured that all work materials and IT systems are set up in good time.
• Appoint a contact person: Every new employee should be assigned an experienced colleague or an onboarding manager as a contact person.
• Honesty and transparency: Companies should avoid sugarcoating things or making false promises.
• Set reasonable requirements: The demands placed on new employees should be gradually increased over the course of their induction.
• Encourage a positive attitude: Managers and colleagues should adopt a positive and supportive attitude towards new employees.

By taking these aspects into account and implementing a well-structured, individualized and appreciative onboarding process, companies can increase the chances that new employees will integrate quickly, become productive and stay with the company in the long term.