Navigating the Employee Onboarding Journey from Day One

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Remember your first day at the new job? Who knew there were so many benefit options? And do I put a 0 or a 1 in the tax forms? But the video from the CEO was interesting, and they fed you lunch, right?

“Half of all hourly workers leave new jobs in the first four months, and half of senior outside hires fail within 18 months. Clearly, there is room for improvement,” states the SHRM report, “Onboarding New Employees: Maximizing Success.” This same report notes that new employees “who attended a well-structured onboarding orientation program, were 69 percent more likely to remain at a company up to three years.”

Don’t miss this intriguing
webinar from HRDQ-U

Don’t miss this intriguing webinar from HRDQ-U

Success starts with Onboarding, a Virtual Path Forward

More than new employees, onboarding impacts existing employees who are going to new roles, even if the role is within their current group or part of the organization. Just because someone has been working at an organization for a while doesn’t mean that in a new role with new responsibilities and new team members, they won’t have experiences that leave them frustrated, confused, feeling alone, and unsure of their ability to be successful in this new role.

A structured onboarding program is key to long-term success and involves a strategic long-term plan. Let me share a 12-month process I developed that combines tactical training targeted around the needs of the role with constant communication, feedback, and performance measurement – all factors that impact employee retention and engagement. I used 12 months to follow the employee lifecycle for mentoring and development and included connecting people together to build the internal network and support collaboration going forward. Watch this short video for more information about this 12-month process.

Whether the person is new to the organization, to the role, or both, onboarding is more than one and done – build a process that develops people to be successful, and they will stay, and everyone wins then. If you would like to learn more about ways to develop your onboarding model and ways to retain your talent let’s talk! Visit my website at Ryan Consulting!

Headshot of William Ryan
William J. Ryan, Ph.D.

William J. Ryan, Ph.D., is the Founder and Principal Consultant with Ryan Consulting, LLC, using learning as a strategic business tool to develop and impact people to improve retention, engagement, and performance. Bill has a demonstrated record of corporate and industrial management experience leading performance support and instructional design teams globally, including government (Dept. of Energy), high technology (IBM & Westinghouse), and health-related industries, including home healthcare and insurance (Humana). Recent client work included developing a strategy on a page (SOAP) as well as a leadership development plan for a national financial firm, a comprehensive talent staffing and development plan for a manufacturing concern, an implementation strategy for a Hiring for Competency model used by the National Retail Services, and a state initiative focused on workforce development helping businesses retain and develop employees. Additional work has supported a clinical start-up focused on improved neonatal techniques for clinicians across the country and a blended leadership and coaching program for a multi-state manufacturing concern. Bill holds an MS from Ithaca College focused on Instructional Design and a Ph.D. in Computing Technology in Education from Nova Southeastern University.

For more information, please visit his website at, via email at, or by phone at (502) 797-2479. And connect with Bill on LinkedIn.

Recommended Webinar
Success starts with Onboarding, a Virtual Path Forward

Discover the secret to successful virtual onboarding for new hires. Understand how to use content resources and virtual tools to engage new team members.

Success Starts with Onboarding | HRDQ-U Webinar
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