• Insightworks

In my experience onboarding is a strategic business process.



In many organizations, Onboarding is typically viewed as a necessary evil, something that new hires must navigate with varying levels of support from managers and others. Some organizations refer to this as “sink or swim”.  


At Insightworks, we consider the Onboarding process to be a strategic business process that is pivotal for retaining new hires and accelerating their time to become fully productive.   Properly designed orientation and induction processes serve as the “bridge” between the staffing process and enabling a new employee to become fully productive. Onboarding is about ensuring new employees feel welcomed, are acclimated, are provided with the essential resources, training, and the organizational understanding to create all that is required to be successful in their new role. Employees who feel welcome, productive and successful will stay with the organization and tell others that they work for a great organization.  A successful and properly designed O&I process is;


  • Coordinated Workflow moves smoothly between people and functions, indicating when each step will begin. Strategic metrics is collected providing new insights into the process and employee experience.

  • Consistent and Repeatable Provides a consistent experience for each new employee.

  • Access to Multiple systems Available to all new hires and managers, providing tools, resources, and business methodologies.

  • Engaging New hires feel a strong sense of pride and commitment as they feel welcomed and valued from their first day.

  • Value Adding The process is valued by managers, recognizing the need to consistently and effectively bring new people into the organization and their department.


Strategic Orientation and Induction will also achieve the following business goals:

  • Decrease the time it takes a new employee to become fully.

  • Increase employee retention.

  • Improve employee engagement.

  • Provide consistent information about the organization.

  • Provide relevant information for all employees.

  • Understand new employee expectations and employer expectations of the new employee.

  • Complete onboarding paperwork.


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