Key Facts<\/h3>\n\n- What it is:<\/strong> An onboarding workflow is a documented, step-by-step process that guides new hires from offer acceptance through their first months in role \u2014 covering administration, training, culture, and performance milestones.<\/li>\n
- The retention case:<\/strong> Employees who experience great onboarding are 69% more likely to stay with a company for at least three years.<\/a><\/li>\n
- The scale of the problem:<\/strong> The CIPD’s Resourcing and Talent Planning report found that 41% of new employees quit within just 12 weeks of starting<\/a> \u2014 a direct consequence of poor onboarding.<\/li>\n
- The productivity gain:<\/strong> Gallup’s State of the Global Workplace 2026 Report found that global employee engagement fell to 20% in 2025<\/a>, its lowest level since 2020 \u2014 making structured onboarding a critical first line of defence against disengagement.<\/li>\n<\/ul>\n<\/div>\n\n
The Ultimate Onboarding Checklist<\/h4>\n<\/div>\n\n \n \n The Ultimate Onboarding Checklist<\/h4>\n \n
The perfect checklist for HR professionals onboarding new hires. Download your free checklist to seamlessly welcome new joiners to your team.<\/p>\n \n \n Download for free <\/a>\n <\/div>\n\n \n ![](\"https:\/\/factorialhr.com\/wp-content\/uploads\/2025\/10\/14100624\/template-static-banner.png\")
\n <\/div>\n <\/div>\n<\/div>\nTable of Contents<\/h2>\n\n- What is an Onboarding Workflow \u2014 and Why Does It Matter?<\/a><\/li>\n
- How Do You Create an Effective Onboarding Workflow? A Step-by-Step Guide<\/a><\/li>\n
- What Should You Look for in an Onboarding Workflow?<\/a><\/li>\n
- Common Onboarding Workflow Mistakes<\/a><\/li>\n
- How Can HR Software Build a More Effective Onboarding Workflow?<\/a><\/li>\n<\/ol>\n
What is an Onboarding Workflow \u2014 and Why Does It Matter?<\/strong><\/h2>\nAn onboarding<\/a> workflow is a documented process outlining the steps a recruit must follow upon joining the business.<\/p>\nEmployees who experience great onboarding are 69% more likely to stay with a company<\/a> for at least three years. Organisations with strong onboarding programmes improve new hire retention by 82% and productivity by over 70%<\/a>, according to Brandon Hall Group research. In contrast, SHRM data shows that 20% of employee turnover occurs within the first 45 days of a new role.<\/p>\nHaving a structured workflow provides a template for everyone in the business to use and ensures that everything gets covered. It sets an intentionality about how significant it is to set expectations and make someone feel part of the team right from the start. A framework for onboarding ensures that recruits have what they need and can start developing their full potential immediately.<\/p>\n
The CIPD’s guidance on employee induction confirms that an effective onboarding process reduces the risk of early attrition and its associated costs, whilst contributing to long-term employee experience and engagement.<\/p>\n
\ud83d\udccc Get your free onboarding workflow template<\/a> to effectively welcome your new hires to the team. <\/strong><\/em><\/p>\nHow Do You Create an Effective Onboarding Workflow? A Step-by-Step Guide<\/strong><\/h2>\nThe HR team typically owns the onboarding workflow process, collaborating with other departments to tailor sessions by role and team. Increasingly, HR teams use onboarding software<\/a> to build and manage effective onboarding workflows. There are four main steps to follow.<\/p>\nPreparation<\/strong><\/h3>\nOnce contracts are signed and a new hire is confirmed, the preparation or preboarding<\/a> stage begins. At this point, the focus needs to be on finalising the necessary administration, such as signing contracts, setting up technology and accounts, and scheduling any immediate meetings or training. However, an equally important part of preparation is making the new employee feel welcome before they start. A virtual meeting or phone call before the first day to set expectations can go a long way towards reducing the natural anxiety of starting a new role.<\/p>\nUK compliance note:<\/strong> During the preparation stage, UK employers must also complete right-to-work checks, collect the new hire’s P45 or HMRC Starter Checklist<\/a>, and set up payroll in line with HMRC requirements before the employee’s first payday.<\/p>\nWelcome<\/strong><\/h3>\nThe second stage focuses on the first day and first week that the recruit is in role. Adequate preparation for this stage ensures that the employee feels welcomed and included from the start, setting the tone for them to feel valued and engaged \u2013 and ultimately supporting them to deliver from the beginning. There\u2019s a balance to achieve between providing enough information so they feel informed and equipped, without overwhelming them. Creating a schedule for the first week that includes informal opportunities to meet teammates and key stakeholders, meetings to cover key areas such as roles, responsibilities, policies and procedures, and adequate time for any essential training will help deliver this balance.<\/p>\n
Training<\/strong><\/h3>\nWhile some training is usually essential in the first week of starting a role, an effective onboarding workflow will include a strong focus on the learning and development<\/a> support an individual needs to do their best in the role in the first three to six months. Setting clear goals for different stages of the initial period and providing close guidance, mentoring, and coaching ensures a strong feedback loop between the business and the new employee. Not only does this feedback help the employee feel supported and enable them to do the best work you require, but it also allows an ongoing conversation between both parties about what is working and what is not, and whether the role is the right one.<\/p>\nOnboarding research recommends that structured onboarding should last up to 12 months<\/a>, with mentoring and buddy systems playing a key role in accelerating integration. Data also shows that 56% of new hires who met with a buddy at least once reported becoming productive faster.<\/p>\nFeedback<\/strong><\/h3>\nCompanies often overlook the fourth stage of the onboarding process. It\u2019s easy to assume that onboarding is complete after a few months. While the employee may no longer be technically \u2018new\u2019, it\u2019s important to remember that feedback, development goals and appropriate training are still essential to help these employees grow their confidence. Conducting an initial performance review, setting interim goals with role- or team-related objectives, and organising specific training or events to attend are all part of this stage.<\/p>\n
Employment Rights Act 2025 \u2014 what UK employers need to know:<\/strong> Under the Employment Rights Act 2025<\/a>, the qualifying period for unfair dismissal protection will reduce from two years to six months, taking effect on 1 January 2027. This change makes structured onboarding documentation, clear performance goals, probationary period management, and regular feedback records more legally important than ever. As Acas guidance confirms, fairness and documentation must now start at onboarding.<\/p>\n\n \n \n Create memorable first days for a seamless transition<\/h4>\n \n \n - Automate paperwork, equipment setup and first-week tasks for new hires<\/li>\n
- Create customised onboarding journeys for different roles and teams<\/li>\n
- Track completion of mandatory training and documentation<\/li>\n <\/ul>\n \n \n Get a demo <\/a>\n <\/div>\n\n \n
![](\"https:\/\/factorialhr.co.uk\/blog\/app\/plugins\/factorial-utilities\/assets\/images\/banners\/inline\/backgrounds\/default_image.svg\")
\n <\/div>\n <\/div>\n<\/div>\nWhat Should You Look for in an Onboarding Workflow?<\/strong><\/h2>\nAn effective onboarding workflow is tailored to the individual organisation, but the following prompts will help you consider what is important to your business.<\/p>\n
\n- What makes our business special, and how can we help new recruits understand it from day one?<\/li>\n
- What do you wish you had known on your first day?<\/li>\n
- Do you have feedback from recent new recruits or exit interviews about how the onboarding process worked?<\/li>\n
- Is the timeframe for our workflow working, or should we factor in more time?<\/li>\n
- How are we tracking the progress and engagement of new hires?<\/li>\n
- Are there key tasks that we can automate or use AI tools to help us be more efficient with?<\/li>\n
- Is there clear ownership for the different tasks that need to be done?<\/li>\n
- Do we have a regular review cycle built into our onboarding workflow?<\/li>\n<\/ul>\n
What Are the 5 C’s of Effective Onboarding?<\/h3>\n
A widely used framework for structuring onboarding is the “4 Cs” model, defined by SHRM: Compliance<\/strong> (legal and policy requirements), Clarification<\/strong> (role expectations and goals), Culture<\/strong> (values, communication norms, and unwritten rules), and Connection<\/strong> (relationships with teammates and stakeholders). Some practitioners extend this to a fifth C \u2014 Check-in<\/strong> \u2014 to reflect the ongoing feedback loop that distinguishes a genuine onboarding workflow from a one-off induction event. When auditing your own process, use these five dimensions as a diagnostic. Most organisations cover Compliance adequately but underinvest in Culture and Connection, which are the dimensions most strongly linked to long-term retention.<\/p>\n\ud83d\udca1 Not sure how your current onboarding process measures up?<\/strong><\/em> Book a free onboarding audit with our HR experts to see what areas you can optimise.<\/strong><\/a><\/p>\nAutomating your Onboarding Workflow<\/h3>\n
Using technology to manage your onboarding workflow can save you hours on busy admin work. The best onboarding software tools<\/a> help you standardise your process to ensure you are setting up your new hires for success by providing them with all the necessary resources. Modern onboarding software can turn time-consuming manual tasks into automated workflows that run reliably in the background. Here\u2019s how onboarding automation can change your onboarding process:<\/p>\n\n- Document management and e-signatures:<\/strong> No need to scan, print and sign documents in person. By automating your onboarding workflow with platforms, you can send employment contracts, confidentiality agreements and policy documents directly to new hires for electronic signature.<\/li>\n
- Equipment and IT access: <\/strong>Set up a customised workflow that automatically triggers actions like laptop setup, software licences, email account creation, and access permissions when a new hire joins. This removes the need for manual coordination with the IT team.<\/li>\n
- Task assignment and tracking: <\/strong>Automated workflows can assign tasks to relevant stakeholders, whether that\u2019s introduction meetings, filling out employee data, or providing supplies like a desk.<\/li>\n
- Compliance and reporting: <\/strong>Track completion of mandatory training, and generate reports on onboarding metrics such as time-to-productivity and employee satisfaction scores. This data helps you analyse how effective your onboarding workflow is and if any changes will be required.<\/li>\n<\/ul>\n
What is the 30-60-90 Onboarding Rule?<\/h3>\n
The 30-60-90 day plan is a structured framework that breaks the first three months of employment into three distinct phases: learning (days 1\u201330), contributing (days 31\u201360), and executing independently (days 61\u201390). SHRM recommends extending onboarding through the full first year for best results, with formal check-ins at each milestone. Research shows that almost half of organisations (44.8%) provide only general guidelines for a 30-60-90 day plan<\/a>, leaving execution to individual managers. This approach effectively leaves new hire productivity to chance. A well-designed onboarding workflow should include a documented 30-60-90 day plan with specific, measurable goals at each stage.<\/p>\n
The Ultimate Onboarding Checklist<\/h4>\n<\/div>\n\n \n \n The Ultimate Onboarding Checklist<\/h4>\n \n
The perfect checklist for HR professionals onboarding new hires. Download your free checklist to seamlessly welcome new joiners to your team.<\/p>\n \n \n Download for free <\/a>\n <\/div>\n\n \n \n <\/div>\n <\/div>\n<\/div>\nTable of Contents<\/h2>\n\n- What is an Onboarding Workflow \u2014 and Why Does It Matter?<\/a><\/li>\n
- How Do You Create an Effective Onboarding Workflow? A Step-by-Step Guide<\/a><\/li>\n
- What Should You Look for in an Onboarding Workflow?<\/a><\/li>\n
- Common Onboarding Workflow Mistakes<\/a><\/li>\n
- How Can HR Software Build a More Effective Onboarding Workflow?<\/a><\/li>\n<\/ol>\n
What is an Onboarding Workflow \u2014 and Why Does It Matter?<\/strong><\/h2>\nAn onboarding<\/a> workflow is a documented process outlining the steps a recruit must follow upon joining the business.<\/p>\nEmployees who experience great onboarding are 69% more likely to stay with a company<\/a> for at least three years. Organisations with strong onboarding programmes improve new hire retention by 82% and productivity by over 70%<\/a>, according to Brandon Hall Group research. In contrast, SHRM data shows that 20% of employee turnover occurs within the first 45 days of a new role.<\/p>\nHaving a structured workflow provides a template for everyone in the business to use and ensures that everything gets covered. It sets an intentionality about how significant it is to set expectations and make someone feel part of the team right from the start. A framework for onboarding ensures that recruits have what they need and can start developing their full potential immediately.<\/p>\n
The CIPD’s guidance on employee induction confirms that an effective onboarding process reduces the risk of early attrition and its associated costs, whilst contributing to long-term employee experience and engagement.<\/p>\n
\ud83d\udccc Get your free onboarding workflow template<\/a> to effectively welcome your new hires to the team. <\/strong><\/em><\/p>\nHow Do You Create an Effective Onboarding Workflow? A Step-by-Step Guide<\/strong><\/h2>\nThe HR team typically owns the onboarding workflow process, collaborating with other departments to tailor sessions by role and team. Increasingly, HR teams use onboarding software<\/a> to build and manage effective onboarding workflows. There are four main steps to follow.<\/p>\nPreparation<\/strong><\/h3>\nOnce contracts are signed and a new hire is confirmed, the preparation or preboarding<\/a> stage begins. At this point, the focus needs to be on finalising the necessary administration, such as signing contracts, setting up technology and accounts, and scheduling any immediate meetings or training. However, an equally important part of preparation is making the new employee feel welcome before they start. A virtual meeting or phone call before the first day to set expectations can go a long way towards reducing the natural anxiety of starting a new role.<\/p>\nUK compliance note:<\/strong> During the preparation stage, UK employers must also complete right-to-work checks, collect the new hire’s P45 or HMRC Starter Checklist<\/a>, and set up payroll in line with HMRC requirements before the employee’s first payday.<\/p>\nWelcome<\/strong><\/h3>\nThe second stage focuses on the first day and first week that the recruit is in role. Adequate preparation for this stage ensures that the employee feels welcomed and included from the start, setting the tone for them to feel valued and engaged \u2013 and ultimately supporting them to deliver from the beginning. There\u2019s a balance to achieve between providing enough information so they feel informed and equipped, without overwhelming them. Creating a schedule for the first week that includes informal opportunities to meet teammates and key stakeholders, meetings to cover key areas such as roles, responsibilities, policies and procedures, and adequate time for any essential training will help deliver this balance.<\/p>\n
Training<\/strong><\/h3>\nWhile some training is usually essential in the first week of starting a role, an effective onboarding workflow will include a strong focus on the learning and development<\/a> support an individual needs to do their best in the role in the first three to six months. Setting clear goals for different stages of the initial period and providing close guidance, mentoring, and coaching ensures a strong feedback loop between the business and the new employee. Not only does this feedback help the employee feel supported and enable them to do the best work you require, but it also allows an ongoing conversation between both parties about what is working and what is not, and whether the role is the right one.<\/p>\nOnboarding research recommends that structured onboarding should last up to 12 months<\/a>, with mentoring and buddy systems playing a key role in accelerating integration. Data also shows that 56% of new hires who met with a buddy at least once reported becoming productive faster.<\/p>\nFeedback<\/strong><\/h3>\nCompanies often overlook the fourth stage of the onboarding process. It\u2019s easy to assume that onboarding is complete after a few months. While the employee may no longer be technically \u2018new\u2019, it\u2019s important to remember that feedback, development goals and appropriate training are still essential to help these employees grow their confidence. Conducting an initial performance review, setting interim goals with role- or team-related objectives, and organising specific training or events to attend are all part of this stage.<\/p>\n
Employment Rights Act 2025 \u2014 what UK employers need to know:<\/strong> Under the Employment Rights Act 2025<\/a>, the qualifying period for unfair dismissal protection will reduce from two years to six months, taking effect on 1 January 2027. This change makes structured onboarding documentation, clear performance goals, probationary period management, and regular feedback records more legally important than ever. As Acas guidance confirms, fairness and documentation must now start at onboarding.<\/p>\n\n \n \n Create memorable first days for a seamless transition<\/h4>\n \n \n - Automate paperwork, equipment setup and first-week tasks for new hires<\/li>\n
- Create customised onboarding journeys for different roles and teams<\/li>\n
- Track completion of mandatory training and documentation<\/li>\n <\/ul>\n \n \n Get a demo <\/a>\n <\/div>\n\n \n \n <\/div>\n <\/div>\n<\/div>\n
What Should You Look for in an Onboarding Workflow?<\/strong><\/h2>\nAn effective onboarding workflow is tailored to the individual organisation, but the following prompts will help you consider what is important to your business.<\/p>\n
\n- What makes our business special, and how can we help new recruits understand it from day one?<\/li>\n
- What do you wish you had known on your first day?<\/li>\n
- Do you have feedback from recent new recruits or exit interviews about how the onboarding process worked?<\/li>\n
- Is the timeframe for our workflow working, or should we factor in more time?<\/li>\n
- How are we tracking the progress and engagement of new hires?<\/li>\n
- Are there key tasks that we can automate or use AI tools to help us be more efficient with?<\/li>\n
- Is there clear ownership for the different tasks that need to be done?<\/li>\n
- Do we have a regular review cycle built into our onboarding workflow?<\/li>\n<\/ul>\n
What Are the 5 C’s of Effective Onboarding?<\/h3>\n
A widely used framework for structuring onboarding is the “4 Cs” model, defined by SHRM: Compliance<\/strong> (legal and policy requirements), Clarification<\/strong> (role expectations and goals), Culture<\/strong> (values, communication norms, and unwritten rules), and Connection<\/strong> (relationships with teammates and stakeholders). Some practitioners extend this to a fifth C \u2014 Check-in<\/strong> \u2014 to reflect the ongoing feedback loop that distinguishes a genuine onboarding workflow from a one-off induction event. When auditing your own process, use these five dimensions as a diagnostic. Most organisations cover Compliance adequately but underinvest in Culture and Connection, which are the dimensions most strongly linked to long-term retention.<\/p>\n\ud83d\udca1 Not sure how your current onboarding process measures up?<\/strong><\/em> Book a free onboarding audit with our HR experts to see what areas you can optimise.<\/strong><\/a><\/p>\nAutomating your Onboarding Workflow<\/h3>\n
Using technology to manage your onboarding workflow can save you hours on busy admin work. The best onboarding software tools<\/a> help you standardise your process to ensure you are setting up your new hires for success by providing them with all the necessary resources. Modern onboarding software can turn time-consuming manual tasks into automated workflows that run reliably in the background. Here\u2019s how onboarding automation can change your onboarding process:<\/p>\n\n- Document management and e-signatures:<\/strong> No need to scan, print and sign documents in person. By automating your onboarding workflow with platforms, you can send employment contracts, confidentiality agreements and policy documents directly to new hires for electronic signature.<\/li>\n
- Equipment and IT access: <\/strong>Set up a customised workflow that automatically triggers actions like laptop setup, software licences, email account creation, and access permissions when a new hire joins. This removes the need for manual coordination with the IT team.<\/li>\n
- Task assignment and tracking: <\/strong>Automated workflows can assign tasks to relevant stakeholders, whether that\u2019s introduction meetings, filling out employee data, or providing supplies like a desk.<\/li>\n
- Compliance and reporting: <\/strong>Track completion of mandatory training, and generate reports on onboarding metrics such as time-to-productivity and employee satisfaction scores. This data helps you analyse how effective your onboarding workflow is and if any changes will be required.<\/li>\n<\/ul>\n
What is the 30-60-90 Onboarding Rule?<\/h3>\n
The 30-60-90 day plan is a structured framework that breaks the first three months of employment into three distinct phases: learning (days 1\u201330), contributing (days 31\u201360), and executing independently (days 61\u201390). SHRM recommends extending onboarding through the full first year for best results, with formal check-ins at each milestone. Research shows that almost half of organisations (44.8%) provide only general guidelines for a 30-60-90 day plan<\/a>, leaving execution to individual managers. This approach effectively leaves new hire productivity to chance. A well-designed onboarding workflow should include a documented 30-60-90 day plan with specific, measurable goals at each stage.<\/p>\n
The Ultimate Onboarding Checklist<\/h4>\n \n
The perfect checklist for HR professionals onboarding new hires. Download your free checklist to seamlessly welcome new joiners to your team.<\/p>\n \n \n Download for free <\/a>\n <\/div>\n\n An onboarding<\/a> workflow is a documented process outlining the steps a recruit must follow upon joining the business.<\/p>\n Employees who experience great onboarding are 69% more likely to stay with a company<\/a> for at least three years. Organisations with strong onboarding programmes improve new hire retention by 82% and productivity by over 70%<\/a>, according to Brandon Hall Group research. In contrast, SHRM data shows that 20% of employee turnover occurs within the first 45 days of a new role.<\/p>\n Having a structured workflow provides a template for everyone in the business to use and ensures that everything gets covered. It sets an intentionality about how significant it is to set expectations and make someone feel part of the team right from the start. A framework for onboarding ensures that recruits have what they need and can start developing their full potential immediately.<\/p>\n The CIPD’s guidance on employee induction confirms that an effective onboarding process reduces the risk of early attrition and its associated costs, whilst contributing to long-term employee experience and engagement.<\/p>\n \ud83d\udccc Get your free onboarding workflow template<\/a> to effectively welcome your new hires to the team. <\/strong><\/em><\/p>\n The HR team typically owns the onboarding workflow process, collaborating with other departments to tailor sessions by role and team. Increasingly, HR teams use onboarding software<\/a> to build and manage effective onboarding workflows. There are four main steps to follow.<\/p>\n Once contracts are signed and a new hire is confirmed, the preparation or preboarding<\/a> stage begins. At this point, the focus needs to be on finalising the necessary administration, such as signing contracts, setting up technology and accounts, and scheduling any immediate meetings or training. However, an equally important part of preparation is making the new employee feel welcome before they start. A virtual meeting or phone call before the first day to set expectations can go a long way towards reducing the natural anxiety of starting a new role.<\/p>\n UK compliance note:<\/strong> During the preparation stage, UK employers must also complete right-to-work checks, collect the new hire’s P45 or HMRC Starter Checklist<\/a>, and set up payroll in line with HMRC requirements before the employee’s first payday.<\/p>\n The second stage focuses on the first day and first week that the recruit is in role. Adequate preparation for this stage ensures that the employee feels welcomed and included from the start, setting the tone for them to feel valued and engaged \u2013 and ultimately supporting them to deliver from the beginning. There\u2019s a balance to achieve between providing enough information so they feel informed and equipped, without overwhelming them. Creating a schedule for the first week that includes informal opportunities to meet teammates and key stakeholders, meetings to cover key areas such as roles, responsibilities, policies and procedures, and adequate time for any essential training will help deliver this balance.<\/p>\n While some training is usually essential in the first week of starting a role, an effective onboarding workflow will include a strong focus on the learning and development<\/a> support an individual needs to do their best in the role in the first three to six months. Setting clear goals for different stages of the initial period and providing close guidance, mentoring, and coaching ensures a strong feedback loop between the business and the new employee. Not only does this feedback help the employee feel supported and enable them to do the best work you require, but it also allows an ongoing conversation between both parties about what is working and what is not, and whether the role is the right one.<\/p>\n Onboarding research recommends that structured onboarding should last up to 12 months<\/a>, with mentoring and buddy systems playing a key role in accelerating integration. Data also shows that 56% of new hires who met with a buddy at least once reported becoming productive faster.<\/p>\n Companies often overlook the fourth stage of the onboarding process. It\u2019s easy to assume that onboarding is complete after a few months. While the employee may no longer be technically \u2018new\u2019, it\u2019s important to remember that feedback, development goals and appropriate training are still essential to help these employees grow their confidence. Conducting an initial performance review, setting interim goals with role- or team-related objectives, and organising specific training or events to attend are all part of this stage.<\/p>\n Employment Rights Act 2025 \u2014 what UK employers need to know:<\/strong> Under the Employment Rights Act 2025<\/a>, the qualifying period for unfair dismissal protection will reduce from two years to six months, taking effect on 1 January 2027. This change makes structured onboarding documentation, clear performance goals, probationary period management, and regular feedback records more legally important than ever. As Acas guidance confirms, fairness and documentation must now start at onboarding.<\/p>\n An effective onboarding workflow is tailored to the individual organisation, but the following prompts will help you consider what is important to your business.<\/p>\n A widely used framework for structuring onboarding is the “4 Cs” model, defined by SHRM: Compliance<\/strong> (legal and policy requirements), Clarification<\/strong> (role expectations and goals), Culture<\/strong> (values, communication norms, and unwritten rules), and Connection<\/strong> (relationships with teammates and stakeholders). Some practitioners extend this to a fifth C \u2014 Check-in<\/strong> \u2014 to reflect the ongoing feedback loop that distinguishes a genuine onboarding workflow from a one-off induction event. When auditing your own process, use these five dimensions as a diagnostic. Most organisations cover Compliance adequately but underinvest in Culture and Connection, which are the dimensions most strongly linked to long-term retention.<\/p>\n \ud83d\udca1 Not sure how your current onboarding process measures up?<\/strong><\/em> Book a free onboarding audit with our HR experts to see what areas you can optimise.<\/strong><\/a><\/p>\n Using technology to manage your onboarding workflow can save you hours on busy admin work. The best onboarding software tools<\/a> help you standardise your process to ensure you are setting up your new hires for success by providing them with all the necessary resources. Modern onboarding software can turn time-consuming manual tasks into automated workflows that run reliably in the background. Here\u2019s how onboarding automation can change your onboarding process:<\/p>\n The 30-60-90 day plan is a structured framework that breaks the first three months of employment into three distinct phases: learning (days 1\u201330), contributing (days 31\u201360), and executing independently (days 61\u201390). SHRM recommends extending onboarding through the full first year for best results, with formal check-ins at each milestone. Research shows that almost half of organisations (44.8%) provide only general guidelines for a 30-60-90 day plan<\/a>, leaving execution to individual managers. This approach effectively leaves new hire productivity to chance. A well-designed onboarding workflow should include a documented 30-60-90 day plan with specific, measurable goals at each stage.<\/p>\n\n <\/div>\n <\/div>\n<\/div>\nTable of Contents<\/h2>\n
\n
What is an Onboarding Workflow \u2014 and Why Does It Matter?<\/strong><\/h2>\n
How Do You Create an Effective Onboarding Workflow? A Step-by-Step Guide<\/strong><\/h2>\n
Preparation<\/strong><\/h3>\n
Welcome<\/strong><\/h3>\n
Training<\/strong><\/h3>\n
Feedback<\/strong><\/h3>\n
Create memorable first days for a seamless transition<\/h4>\n \n
\n
\n <\/div>\n <\/div>\n<\/div>\nWhat Should You Look for in an Onboarding Workflow?<\/strong><\/h2>\n
\n
What Are the 5 C’s of Effective Onboarding?<\/h3>\n
Automating your Onboarding Workflow<\/h3>\n
\n
What is the 30-60-90 Onboarding Rule?<\/h3>\n