Your Onboarding Sucks—And It’s Costing You Thousands

Many companies invest months into hiring the right person—
Then completely drop the ball once they say yes.

New hires show up excited, full of potential...
And walk into a maze of confusion, isolation, and inconsistent expectations.

Within the first week, they’ve already made a decision:
“This probably isn’t where I’ll stay long-term.”

And guess what?

They rarely tell you that.
They just disengage—quietly.
Or worse, they leave—quietly.

The real problem?

You don’t have an onboarding plan.
You have a checklist.

Laptop? ✅
Slack access? ✅
Intro call with HR? ✅

That’s not onboarding. That’s orientation.
And it’s not enough.

Here’s what effective onboarding should actually do:

🧠 Reinforce purpose.
Connect their role to your mission from day one.

🤝 Build relationships fast.
People don’t leave companies—they leave when they feel like outsiders.

🔍 Clarify what success looks like.
Set specific 30, 60, and 90-day expectations—with support, not pressure.

🗣️ Encourage feedback early.
Ask them what’s confusing, what’s missing, and how it feels—before they give up.

📉 Poor onboarding = High turnover + Low productivity
📈 Great onboarding = Faster ramp-up + Long-term engagement

If your onboarding sucks, your retention suffers.
And yes, that’s costing you thousands—if not more.

✅ Want your people to perform like A-players?
Start by treating them like they matter from day one.

Because onboarding isn’t a process.
It’s a promise.

First impressions matter.

Fix your onboarding to set new hires up for success.

📞 Book a call to improve your onboarding process.

📧 Email [email protected]