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Common mistakes to avoid during employee onboarding

Common mistakes to avoid during employee onboarding.

by Reddy Prasad (Admin)

When bringing on a new employee, every firm must go through the onboarding procedure. Unfortunately, many companies underestimate the importance of onboarding and don’t treat their workers as well as they should.

The best onboarding software will allow you to streamline the hiring process, boost the adoption of new features, guide your employees through step-by-step training, and much more.

If you are doing any of the following 5 blunders, it should come as no surprise that your retention rates are low. Every firm should tailor its onboarding to meet both its own goals and the needs of its workers. 

1. The delay in starting onboarding until the first day:

Many businesses don’t begin the onboarding process until an employee is formally employed by them. As a result, a day is wasted filling out the documentation that might have—and actually should have—been done earlier.

By doing this, you’ll prolong the onboarding process beyond what is necessary and give your employees negative memories of their first day. By implementing features like e-signatures, the best onboarding software not only enables you to make the process paperless but also assists you in automating it.

2. No pre-boarding:

In order to avoid the employee feeling rushed and overburdened on the first day of work, “pre-boarding” is essential. Simply said, pre-boarding entails submitting as much relevant paperwork in advance.

Pre-boarding should also involve a procedure where HR or the hiring manager submits work orders so that IT, facilities, and other teams can set up a fully furnished workspace and all necessary bits and pieces before the employee reports for work. These include operating system and passwords, uniforms, credential identification cards, an email account, and access to pertinent company assets.  A competent and collaborative first impression of the organization is made through an efficient pre-boarding process.

3. Lack of organisation, planning, and framework: 

It’s usual for businesses, especially startups, to prefer an unstructured, casual culture with the justification that spontaneity encourages innovation. However, regardless of how laid-back the workplace is, treating onboarding as a loose, ad hoc procedure is never a good idea. Even highly inventive workers who fully value the liberties of a casual workplace require a sense of belonging to work well in a team context and to meet productivity standards.

The onboarding procedure is an opportunity to introduce new hires to your company’s culture. The following are examples of best practices: Using your tools for productivity, which entails setting up a way for new individuals to participate in planning, interact with the team, and pose questions.

4. Information overload: 

One of the most common mistakes that organizations make is packing everything into the first day or week of work and then leaving the employee to figure things out on their own. It’s usual for a new employee to feel overwhelmed, even with good pre-boarding. Some procedures, including introductions to peers and management, can and ought to be prolonged over the course of a week or more. Planning should be done to review important data and expectations at the same time. To avoid such onboarding disasters it is important to have onboarding software that familiarises the employees with FAQs and relevant information about the company beforehand.

5. Lack of goal-setting:

When employees lack the ability to define success because their goals are ambiguous or nonexistent, onboarding fails. It is important that managers sit down with the employee and come to an understanding on particular goals, as well as the dates or times by which they must be accomplished. Most organizations today achieve this by using onboarding software that helps in goal setting. If your organization has unclear goals for its employees it is high time to change your process.


With changing times and technological advancements, it is crucial to improve the employee onboarding experience. Lessons should be learned from the mistakes pointed out in this article. This article lays emphasis on what employees want and need from their companies. Today employees need to feel heard, receive sincere training and have clear goals to work efficiently. They need to understand the organization and its values in order to grow and become an asset to the company. them and wants them to work there. technology is important to improve the employee onboarding experience. 

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