Onboarding in the hybrid work era has become one of the most critical—and often overlooked—drivers of employee retention. With 30% of new hires leaving within their first 90 days, according to Forbes, organisations are facing a hidden risk: the dangerous gap between expectations and reality. For many employees, the role or organisation fails to meet the promise made during recruitment, and this mismatch leads to early exits. I’ve seen it time and again—companies investing heavily in attracting top talent, only to watch them walk out the door in the first few months. Why?
Because while many organisations focus on getting employees productive as quickly as possible, they miss the human connection that makes employees feel supported and engaged. Onboarding becomes a checklist, not a journey. Managers are stretched thin, struggling to balance governance with getting employees up to speed. And employees, sensing the lack of investment in their long-term success, start to look for new opportunities even before probation ends. In today’s fast-paced market, employees won’t tolerate poor onboarding—they are willing to leave without another role lined up or start their search well before their probation period is over.
This brings us to the million-dollar question: What is poor onboarding really costing your organisation? The answer is more than just turnover—it’s lost productivity, diminished morale, and missed opportunities for long-term growth. Now is the time to rethink how we onboard talent—not just for retention’s sake, but to drive sustainable business success.
The Cost of Getting It Wrong:
In a world where the ROI of a new hire can take months—even up to a year for SME, executive, and senior talent—getting onboarding wrong is a costly mistake. The damage isn’t just financial; it impacts organisational morale, productivity, and overall performance. A misaligned onboarding process is a significant risk to business continuity and growth.
Why Onboarding Isn’t Just a Process—It’s a Culture Builder:
Onboarding is more than ticking off tasks—it sets the tone for the entire employee experience. Delays in equipment, system access, and difficulty finding essential information leave new hires frustrated and disengaged. This disconnect between expectations and reality is a risk organisations can’t afford to ignore.
AI: The Game-Changer in Onboarding Efficiency
AI is already transforming onboarding, but many organisations are yet to fully capitalise on its potential. It’s not just HR that benefits—IT, security, administration, and facilities management are all reaping the rewards. By automating processes like account setup, system access, and equipment delivery, AI streamlines the onboarding experience, reducing delays and friction.
AI can also elevate engagement through micro-learning content, making the process more efficient, digestible, and personalised. From pre-commencement through the first six months, these bite-sized modules keep new hires continuously engaged, learning at their own pace without the need for conflicting meetings or group sessions. On-demand micro-content means employees can complete training in a way that fits around their role demands.
By integrating AI across departments, organisations ensure new hires are ready to hit the ground running, setting the stage for higher engagement, smoother transitions, and better retention.
Balancing AI with Human Connection:
While AI drives efficiency, human connection is what truly enhances retention. Onboarding is a key opportunity to connect new hires with the organisation’s culture, values, and mission. Virtual executive sessions are an effective way to foster this connection, particularly in a hybrid world. I’ve seen firsthand how executives engaging directly with new hires around the six-week mark—sharing strategy, purpose, personal stories, and values—fosters a sense of belonging and alignment with company goals. These sessions also build psychological safety, giving employees direct access to leadership and an understanding of company values from early in their employment.
In-person engagement still holds significant value when it’s purposeful. Bringing in team members for face-to-face sessions focused on strategy, technical training, or team integration ensures that in-person time is spent meaningfully, complementing the digital elements of the onboarding process—building skills and connection in tandem.
The Future: AI-Powered Coaches for New Employees
Looking ahead, AI’s role in onboarding could become even more transformative. As AI coaching develops rapidly, imagine AI-powered onboarding coaches guiding new hires through their entire journey. These personalised assistants would offer real-time answers, tailored learning paths, and feedback on progress—creating a truly dynamic, self-guided onboarding experience. This would have tremendous impacts on scalability, efficiency, and personalisation, empowering new employees to thrive while saving managers time on administrative tasks like providing forms and policies. With AI handling the logistics, managers can focus on more meaningful check-ins and task-specific support, providing the personalised feedback that drives retention.
Conclusion:
The future of onboarding is no longer just about ticking boxes—it’s about creating a seamless, personalised experience that empowers both employees and the organisation. By combining AI’s efficiency in streamlining administrative tasks with the human touch that builds connection, HR leaders can transform the onboarding process into a strategic driver of engagement, retention, and long-term success.
AI isn’t just a tool to automate; it’s an opportunity to scale and personalise onboarding in ways that were once unimaginable. From personalised learning paths to real-time AI coaches, the possibilities are endless. However, the true power of onboarding lies in its ability to connect new hires to the organisation’s culture, mission, and leadership. Balancing the efficiency of technology with the depth of human connection is the key to building an onboarding process that not only sets new employees up for success but also fuels business growth.
Now is the time to rethink onboarding—not just as a process, but as a strategic advantage that drives retention, optimises employee experiences, and positions organisations for sustainable success in the hybrid world.
