“First impressions matter.” Cool. We’ve all heard it. But in the workplace? That phrase hits different—more like a slap in the face than a gentle reminder.
Here’s the kicker: companies spend thousands on shiny recruitment ads, then hand new hires a crusty PowerPoint, a half-broken laptop, and a “Welcome!” email that somehow lands in spam. Shocker—nearly half of new hires ghost in the first 90 days. And you better believe botched onboarding is a top reason why.
So, why is onboarding so broken—and how do we fix it before your new talent rage-applies on Day 2?
- Orientation ≠ Onboarding Orientation is, “Here’s the WiFi password, don’t microwave fish, and please sign this policy doc.” Onboarding is an actual journey—weeks, even months—of integrating someone into the company and their role.
Throwing someone into the deep end with no map? That’s how you end up with confused, disengaged employees who feel invisible and are already scrolling LinkedIn at lunch.
Fix: Build a real plan. Think 30-60-90 days: clear goals, training, check-ins, performance expectations, and a roadmap for success.
- You Sold a Dream, Delivered a Buzzkill The job description? Fire. The interview? Inspiring. Day 1? Silent Slack channels, awkward vibes, and a manager who forgot you were starting.
If the experience doesn’t match the hype, don’t be surprised when people nope out early.
Fix: Be honest in hiring. Align what you say with what you do. And please—don’t let a new hire’s first real conversation be with IT.
- You Forgot to Explain the “Why” People want more than a paycheck. They want purpose. They want to know why their role matters and how they’re part of the bigger picture.
Instead? They get a handbook, some policy docs, and… radio silence.
Fix: Tell the story. Give them the “why” behind the company and their role. Show them how their work moves the needle—not just fills time.
- Managers Dropped the Ball HR might send the forms, but it’s managers who make or break those first 90 days. A disengaged manager = a disengaged employee. Every time.
If your new hire feels like an afterthought? They won’t be here long enough to care.
Fix: Train your managers. Give them onboarding playbooks. Hold them accountable for real connections, real feedback, and real support.
- No Feedback Until It’s Too Late Waiting until exit interviews to find out onboarding sucked? That’s like checking Yelp after you ate the mystery meat.
Fix: Ask early. Ask often. Day 7. Day 30. Day 60. What’s working? What’s not? Adjust before it’s too late.
- No One Made Them Feel Like They Belong You can show someone where the PTO portal is, but if they don’t feel seen or supported, they’re halfway out the door.
No team intros. No lunch invites. No Slack channels. Just vibes. Weird, lonely ones.
Fix: Assign a buddy. Host a team coffee chat. Introduce them in meetings. Help them find community—not just compliance.
- You Waited Too Long to Celebrate Anything Some companies act like you need to move mountains before getting any recognition. But here’s the truth: surviving Week 1 is an achievement.
Fix: Celebrate the small stuff. First win. First project. Even just making it through onboarding. Recognition doesn’t need confetti—just a moment of “Hey, you’re crushing it.”
Bottom Line: Onboarding = Retention
If you think onboarding ends when the paperwork’s done, you’re dreaming.
Those first 90 days? Make or break. This is when people decide if they belong, if they’re supported, and if they’re sticking around. Screw it up, and you’re back to job boards faster than you can say “turnover.”
Onboarding shouldn’t feel like an afterthought. It should feel like an invitation to belong, to grow, and to win.
Want to Fix Yours? Start Here.
At SapientHR, we help companies build onboarding experiences that actually work. No buzzwords. No fluff. Just real systems that make new hires feel like they made the right call walking through your (virtual or physical) door.
Let’s make Day One—and Day Ninety—a reason to stay.
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