5 Characteristics of Training and Development for Employees

Onboarding isn’t just about filling out paperwork, learning where the break room is, or setting up your email. It’s about setting the stage for a new hire’s long-term success and integration into your company’s culture. However, many organizations are falling short in this area. According to recent studies, one out of five new hires leaves within the first 45 days of starting a new job. That’s a staggering statistic, especially when considering the cost of turnover and its impact on team morale and productivity.

As someone deeply invested in customer success, I’ve seen how effective employee onboarding is crucial to an organization’s overall success. It’s not just about getting new hires up to speed; it’s about ensuring they feel engaged, supported, and ready to contribute meaningfully to the organization. With the right onboarding process, 69% of employees are likely to stay with a company for at least three years, and a positive onboarding experience can result in 18 times more dedication to the employer. Yet, despite its importance, 88% of employees feel their organization lacks a good onboarding program, with many describing the process as informal, erratic, or overly focused on paperwork.

What is Employee Onboarding?

Employee onboarding is the structured process of integrating new hires into your organization, guiding them through the initial stages of their employment. It encompasses the onboarding process for new employees, from completing paperwork to understanding company culture and values. Effective onboarding also involves employee training and development, ensuring they have the tools, knowledge, and support needed to succeed in their roles. By focusing on both the logistical and cultural aspects, onboarding sets the foundation for long-term employee engagement and success.

5 Employee Onboarding Best Practices

Creating a solid foundation for new hires is crucial for long-term success. The onboarding process for new employees goes beyond the basics, ensuring that team members are well-informed and fully integrated into your company’s culture and mission. Here are five essential characteristics that define a truly effective employee onboarding experience:

1. Indoctrination into the culture

One of the most critical aspects of onboarding is helping new hires understand and integrate into your company culture. This goes beyond a simple introduction to your mission statement and values; it’s about immersing new employees in the day-to-day practices, norms, and unwritten rules that define your workplace. New hires should get a feel for where they fit into the larger picture, which begins before they even accept the job offer. Proper cultural indoctrination can lead to higher engagement and retention, reducing the likelihood of turnover in those crucial first 45 days.

2. Formal learning

While formal training isn’t the only type of learning that new hires need, it plays a crucial role in the early stages of their onboarding. Effective employee onboarding programs include structured training that covers essential job functions, compliance requirements, and tools they will use daily. However, it’s important to recognize that formal learning is only part of the equation. Research shows that while 69% of employees with a good onboarding experience will likely stay with the company for at least three years, 58% feel their onboarding focuses too much on paperwork and procedures. A balanced approach that includes both formal and informal learning opportunities is critical.

3. Social learning

While formal training is essential, providing opportunities for social learning is equally important, which often significantly impacts employee engagement. New hires need access to the tools and resources that allow them to learn from their peers and collaborate effectively. This is where Bloomfire’s generative AI features come into play, helping employees access the most relevant information quickly, engage in Q&A sessions, and contribute to ongoing learning discussions. A robust knowledge engagement platform ensures that onboarding doesn’t stop after the first few weeks but continues as employees grow in their roles, fostering a culture of continuous learning and collaboration.

4. Clear expectations

From the beginning, new hires must understand what is expected of them. This includes setting achievable goals and providing regular feedback on their progress. Effective employee onboarding involves creating a roadmap for success, with milestones that help new hires track their development and contributions to the team. When employees know what is expected, they are more likely to feel confident in their roles and remain dedicated to achieving their goals.

5. Strong communication

Communication is the backbone of successful onboarding. It’s not enough to provide information; new hires must feel comfortable asking questions, seeking feedback, and engaging with their colleagues. Emphasizing strong communication channels—whether through face-to-face interactions, collaborative tools, or a knowledge base—ensures that new employees feel connected and supported, reducing the feelings of disorientation that 60% of remote workers report during onboarding.

The Long-Term Impact of Effective Employee Onboarding

Investing in a comprehensive onboarding process is not just about retaining employees; it’s about building a strong, engaged workforce committed to your organization’s success. The standard cost of onboarding a new employee is nearly $4,000, but the cost of losing an employee can be much higher. Automating parts of the onboarding process can reduce onboarding time by up to five days, allowing new hires to contribute more quickly. 

Effective employee onboarding is more than a process—it’s a strategy for success.

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About the Author

Betsy Anderson

Betsy leads the customer success and implementation teams at Bloomfire. Passionate about the people side of knowledge engagement and knowledge sharing, Betsy shares real-world experience with the challenges faced by companies with a knowledge management problem.