4 Mistakes During Employee Onboarding and How to Avoid Them

Employee onboarding is one of the most critical phases in a company’s relationship with a new hire.

It’s the bridge between bringing in a talented individual and turning them into a high-performing asset.

However, I’ve noticed that many companies fail spectacularly during this crucial time.

What shocks me is how often businesses neglect proper onboarding, leaving high-potential employees without the tools needed to succeed.

So, what exactly is onboarding?

Onboarding is the process of transitioning a new hire from a novice employee into a seasoned contributor.

It involves setting up software access, clarifying expectations, and laying out a roadmap for success.

The onboarding process doesn’t need to be completed on day one, but it should be carefully structured throughout the employee’s early days…

When their enthusiasm and willingness to learn are at their peak.

Let’s break down the most common mistakes companies make during onboarding and how to avoid them.

Mistake #1: The Manager Doesn’t Greet the Employee on Day One

The first day at a new job is a nerve-wracking experience.

Very similar to the first day of school after a long summer break.

The best way to ease this anxiety is for the manager to personally greet the employee on their first day.

A simple, warm welcome sets the tone and shows the new hire that they are valued.

The manager should slowly introduce the employee to the team and provide an overview of what the first few days will look like.

This small gesture goes a long way.

Mistake #2: No Context Behind the Job Role

One of the most frustrating things for a new employee is not understanding the purpose of their role.

It’s not enough to simply show them their desk and leave them to figure things out on their own.

During the first week, managers should explain the “why” behind the job.

• What is the purpose of their role?
• What does success look like?
• What does a high performer on the team achieve on a daily, weekly, and monthly basis?

For example:

• Your role is to monitor the day-to-day performance of the software.
• If the software indicator turns red, that means we have an issue to address.
• If the indicator is green, everything is running smoothly.

This kind of clarity empowers the employee to take ownership of their work and builds their confidence from day one.

Mistake #3: Software Access Isn’t Set Up

It’s understandable that some software access requires the employee’s presence to finalize, but that doesn’t excuse leaving them without the tools they need for weeks or even months.

Before the new hire starts, managers should create a clear document or checklist that outlines every software tool the employee will need and how to request access.

If possible, the majority of the software should be set up before day one.

If the employee needs to request certain tools themselves, they should have a step-by-step guide on how to do it.

Assign one team member the responsibility of helping the new hire gain access to critical systems.

This simple step prevents wasted time and frustration.

Mistake #4: No Regular Check-Ins

Modern corporate environments often expect employees to learn on their own, especially in remote or hybrid settings.

But this “sink or swim” approach is a recipe for disaster.

Managers should schedule regular check-ins during the first few weeks.

These check-ins give the employee a chance to ask questions, get clarification, and feel like part of the team.

A sample game plan could look like this:

• Week 1: Complete training modules, shadow a teammate, and read through company documentation.
• Week 2: Start monitoring requests with supervision.
• Week 3: Handle small tasks independently and report back with questions.
• Week 4: Take ownership of day-to-day tasks with occasional support.

Without this kind of structure, new hires are left to fend for themselves, often reaching out to random colleagues for help, only to be ignored because those employees aren’t being paid to onboard anyone.

The Dangers of Poor Onboarding

The biggest danger of poor onboarding is wasting great talent.

High-potential employees can fly completely under the radar simply because they weren’t given the tools, context, or support they needed.

What often happens is that three or four months pass, and the manager starts holding the employee to unrealistic expectations… without acknowledging that they failed to set those expectations in the first place.

By this time, the employee is frustrated, disengaged, and looking for a way out.

If you want to retain top talent, you need to invest in proper onboarding.

It’s not just about paperwork and software.

It’s about setting your employees up to win.

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