Are You Really Doing Onboarding Well? A Checklist for Every Organization
Most leaders assume onboarding is handled once the offer letter is signed and the first day is scheduled. The reality is very different.
Onboarding is one of the most fragile and influential points in the employee lifecycle. Get it right, and you build loyalty, performance, and momentum. Get it wrong, and you risk losing people before they ever find their footing.
The numbers tell the story:
Nearly 20 percent of employees leave within their first 45 days of employment (HCI).
Around 30 percent exit within the first 90 days, often citing poor integration or lack of clarity (HireHive).
Employees typically decide within 44 days whether they see a long-term future at the company (BambooHR).
Onboarding is not orientation. It is the difference between employees staying and thriving or leaving and costing you more.
So, are you really doing onboarding well? Use this checklist to find out.
☑️ Is everything set up before day one?
Onboarding should feel seamless to the employee. Preparation signals professionalism and respect.
Technology and logins are ready.
Their workspace or remote setup is complete.
A personalized welcome email is sent with the first week’s schedule.
Pro Tip: Run a “day zero audit.” Ask yourself: if the employee showed up tomorrow, would everything be ready?
☑️ Is day one designed to build confidence?
The first day should leave employees going home thinking, “I made the right decision.” New hires deserve to walk in to find that every detail has been anticipated and their arrival truly matters.
The manager welcomes them personally.
There is a mix of orientation, introductions, and an achievable task.
The day ends with reflection and connection.
Pro Tip: Set up the new hire's calendar with key meetings so their first week feels structured, not empty.
☑️ Do you provide a 30-60-90 Day Roadmap?
Uncertainty kills confidence. A roadmap gives employees structure and direction, especially during this critical period of time.
30 days: learning, shadowing, training.
60 days: handling projects with guidance.
90 days: delivering independently and contributing improvements.
Pro Tip: Create a one-page visual that is revisited in every weekly 1:1, so progress stays visible.
☑️ Is training structured and effective?
Strong training is more than “watch and learn.” It requires thoughtful design and reinforcement.
Break tasks into steps, demonstrate slowly, then let them try.
Use the “teach-back” technique, where the new hire explains the process in their own words.
Incorporate reverse shadowing, where the new hire performs a task while a peer observes.
Provide job aids so training is consistent across trainers.
Pro Tip: End each training session with a “two-minute drill.” Ask the employee to explain the top two things they learned and the one question they still have. It reveals gaps and improves retention.
☑️ Is the manager accountable for onboarding?
The success of onboarding always comes down to the manager. HR can set the stage, but the manager creates the real experience that helps a new hire feel clear, supported, and ready to contribute.
The manager sets the day-one tone.
The manager runs 1:1s and 30-60-90 check-ins.
The manager provides ongoing feedback.
Pro Tip: Managers can schedule a reverse feedback session at day 30 where the new hire shares what’s working and what’s unclear about the role. This shows accountability and openness from the start.
☑️ Does onboarding continue beyond 90 days?
90 days is not the finish line. Retention depends on what happens after the onboarding period is over.
1:1s continue as a regular practice.
Quarterly development conversations are scheduled.
A six-month career conversation is built in from the start.
Pro Tip: Book the six-month conversation before the employee starts. It signals long-term commitment.
☑️ Are employees meeting the right people?
Belonging comes from relationships, and new hires need to connect across the business.
A curated “10 people to meet” list is shared in week one.
Opportunities are built for cross-functional introductions.
A short meeting with the CEO or senior leader is scheduled.
Pro Tip: Give the new hire three “conversation prompts” (for example: ask about their biggest current project, their career path, or what they wish they had known in their first month). It turns introductions into valuable exchanges instead of small talk.
The Takeaway
Onboarding is a defining moment in the employee journey. It communicates what the organization values, how managers lead, and how the company treats its people. When it is designed with care, employees feel supported and capable, and they are far more likely to stay.
At Origami HR, we help organizations build onboarding experiences that are seamless, structured, and sustainable. Experiences that make employees feel confident on day one and supported well beyond day 90.
👉 Is it time to improve your onboarding program? Book a call and let’s create a process that works for your business.