Improve Team Performance with an Employee Onboarding Process

Given how expensive it is to find, screen, hire and train new employees, it’s critical to make them effective and productive as quickly as possible with a strong Employee Onboarding process.  In this blog, we will explain exactly why it’s so important to onboard new employees properly, what you’ll gain from a well-defined process and we’ll even give you an actual template (via an AddProgress board) to copy and edit for your own organization.


Why is Employee Onboarding important?  Here’s the Data:

  • Organizations with a standard onboarding process experience 54% greater new hire productivity and 50% greater new hire retention (UrbanBound)
  • “Many companies leave executive onboarding to chance, and as a result experience failure rates in excess of 50 percent when it comes to retaining new executive talent.” (Egon Zehnder International)
  • “New employees who went through a structured onboarding program were 58 percent more likely to be with the organization after three years.” (The Wynhurst Group)
  • 40% of employees who voluntarily quit their jobs in 2013 did so within six months of hire (Equifax)
  • The average cost of replacing an employee is between 16 and 20 percent of that employee’s salary. (Suzanne Lucas, CBS MoneyWatch)

One of our fellow Las Vegas-based companies, Zappos, places so much emphasis on the onboarding process and assimilation to their culture, that they have new employees go through a 5 week training program and offer them $2,000 to voluntarily leave if they feel it’s not a good fit.


Doing Employee Onboarding right, will result in:

  • More engaged employees
  • Fewer mistakes
  • More productivity
  • Better culture of cooperation
  • Less turnover
  • Money saved!


An ‘Employee Onboarding’ Example Board


Example ‘Employee Onboarding’ Board (click image to enlarge)


We’ve chosen to design our board around the key time periods that divide up a new employee’s experience; from before they start through their first month or so.  We also include a reference panel where a new employee can find links to any tools, documents or people they need to be successful or answer their questions.

  • Pre-Arrival
  • First Day
  • First Week
  • First Month
  • Where to go for…


We use Tags on our Onboarding Board to group cards by the Department/Functional Area of the organization that “owns” that step in the Onboarding Process.  For example, you might want Tags for IT (laptop setup, etc.), HR (benefits paperwork, etc.), and Facilities (building access, desk, etc.).

Don’t forget an Assignee, Due Date and Quick Status

Of course, you should assign each Card to the appropriate team member and set Due Dates to keep the process on track.  As you can see in our example board, it’s easy to see the progress by Cards and Panels with our handy Quick Status colors.

We hope you try AddProgress for your onboarding of new employees and let us know how it goes.  Also, share any other process steps, tips or techniques you’ve found helpful to improve onboarding.  And, as always, if you like this blog post, please subscribe!

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