Stop Losing Great Employees: The Onboarding Secrets Your Competitors Don’t Want You to Know

Why Business Owners Should Take Ownership of Onboarding in 2025

Rosie Campbell, 2nd January 2025

Imagine starting a new job. You walk into the office on your first day, full of nerves but excited about what’s to come. Instead of a warm welcome and a well-organised induction, you’re handed a laptop and told to “get on with it.” Your manager is busy, your colleagues seem rushed, and you feel like an awkward outsider. Sound familiar?

Now compare this to joining a company where everything feels seamless from day one. Your equipment is ready. Your onboarding is planned. People take the time to introduce themselves and explain the systems, processes, and goals you’ll need to succeed. You feel valued, engaged, and—most importantly—excited to contribute.

The difference between these two scenarios is often why businesses lose great talent. As a business owner, the responsibility for onboarding shouldn’t be left entirely to HR or line managers. It’s a process that needs your oversight because the benefits are far-reaching, from increased retention to higher engagement and productivity.

The Cost of Poor Onboarding

In the UK, 22% of employees leave their job within the first 45 days due to poor onboarding experiences [1]. These departures can cost businesses up to £30,000 per employee, considering recruitment, training, and lost productivity [2].

Onboarding isn’t just a “nice-to-have” process—it’s critical for retaining talent. Your competitors know this. The businesses that onboard effectively are the ones your new hires will compare you to. And if your onboarding falls short, don’t be surprised when they leave to join someone who “gets it.”

What Great Onboarding Looks Like

Good onboarding isn’t about ticking boxes or throwing information at your new hires. It’s about creating a structured, engaging process that ensures they feel supported, valued, and prepared to succeed. Here’s what a well-thought-out onboarding programme includes:

1. Preboarding Communication and Admin

Start before day one. Send new hires a welcome pack or email with:

• A schedule of their first week.

• Links to any key documents or systems they’ll need to review.

• Contact details for their line manager or buddy.

• A friendly note to reassure them you’re looking forward to their arrival.

This small effort reduces first-day nerves and sets a professional tone from the outset.

2. A Planned Induction, Not a Wing-It Day

The first day matters. Make it count by planning an induction that includes:

• A personal welcome from you or their line manager.

• An overview of the company’s mission, values, and goals.

• A tour of the workplace (even virtual tours work for remote teams).

• Introductions to key team members and departments.

Don’t make them feel like a spare part. A well-thought-out induction shows you care about their experience.

3. A Four-Week Onboarding Plan

This is where the magic happens. A four-week plan ensures your new starter knows exactly what to expect and when. Here’s what it should include:

Week 1: Orientation, key introductions, and basic systems training.

Week 2: Shadowing colleagues, learning team processes, and starting on small tasks.

Week 3: Deep dives into specific tools, policies, and any statutory training.

Week 4: Independent work with regular check-ins to build confidence.

Line manager contact is essential throughout. Regular check-ins help address questions, identify areas where more training is needed, and provide reassurance.

Why This Matters for Retention and Engagement

A strong onboarding process can improve employee retention by up to 82% [3]. Employees who feel valued and supported from day one are more likely to stay, perform well, and become engaged members of your team.

Here’s how:

Clear Expectations Reduce Stress: Your four-week plan removes the uncertainty that often plagues new starters.

Line Manager Contact Builds Trust: Regular check-ins show your commitment to their success.

Structured Learning Prevents Overload: Spreading training over four weeks ensures they absorb key information without feeling overwhelmed.

This process doesn’t just benefit new starters—it also takes pressure off your existing team. When new hires are given the tools and knowledge they need, they can contribute faster and more effectively, reducing the burden on colleagues.

Using the Four-Week Plan for Decision-Making

Not everything always goes perfectly—and that’s okay. A structured onboarding plan isn’t just a roadmap for success; it’s also a tool for measuring progress.

If, at the end of four weeks, your new starter is struggling, you can identify exactly what’s missing and offer targeted support. Alternatively, if there are consistent gaps in performance, you’ll have a solid basis for making end-of-probation decisions.

This approach ensures fairness, clarity, and accountability—both for you and your employee.

Take the Time to Plan

Let’s be honest: most of us don’t spend enough time on onboarding because we think we don’t have the time. But the truth is, an hour spent planning your onboarding process can save you days of stress down the line.

Here’s why:

• Improved Retention: Employees who feel supported are less likely to leave.

• Better Engagement: A smooth onboarding process shows you value your team, boosting morale and commitment.

• Reduced Pressure on Teams: When new hires are confident, they don’t need to rely as heavily on their colleagues.

Take Control of Onboarding—Start Today

Onboarding is your chance to set the tone for a long and successful working relationship. Don’t leave it to chance. Whether you’re managing onboarding yourself or working with a team, your involvement will make all the difference.

Start with a simple question: what would make you feel valued and prepared as a new employee? Use that answer to build a preboarding and onboarding process that ensures every new hire feels like a key part of your business from day one.

The hour you spend planning today could be the difference between retaining great talent or losing them to someone else.

References

1. “Why New Employees Leave Within the First 45 Days.” Digital HR Tech. Accessed December 2024. https://www.digitalhrtech.com

2. “The Cost of Poor Retention.” Oxford Economics. Accessed December 2024. https://www.oxfordeconomics.com

3. “The ROI of Employee Onboarding.” SHRM. Accessed December 2024. https://www.shrm.org

Blog Tags

• Onboarding Strategies

• Retention Best Practices

• Employee Engagement Tips

• Business Leadership Advice

• Talent Management

• HR for Small Businesses

• UK Employee Onboarding

• Effective Onboarding Plans