Retention starts before day one: modern onboarding
What companies face has changed fundamentally in recent years. Skills shortages, growing competition and the wish for attractive working conditions put HR teams and managers under ever greater pressure. In this context, onboarding new employees is moving to the fore.
Why onboarding is more than training
A well-thought-out onboarding process doesn’t just get new talent productive quickly. It also keeps them for the long term. In fact, retention starts before the first working day, in what is known as preboarding. But what does the term mean, and how do you put modern onboarding into practice? In this article, we look at why early retention matters and at some new approaches.
Why early retention is decisive
In many industries, the job market has become a candidates’ market. Companies compete for the best people, while well-trained specialists often have several job offers on the table at once. The decision starts with the first contact, long before an employment contract is signed. That makes it all the more important to win talent over in this phase already. Clear communication, transparent steps and active candidate management help here, because they make candidates feel valued. Add to that a strong employer brand: people who sense before their first day that a company lives values such as openness, appreciation and professionalism often develop stronger loyalty.
Preboarding as the key to success
Preboarding is the time between signing the contract and the first working day. All too often, this phase goes almost unused: future employees have signed, wait for their first day and have little contact with the company until then. Yet this is exactly where there is a lot of potential. With targeted measures, companies can make sure new talent already feels valued and well informed.
- Welcome packs: a small gift sent with a welcome letter or useful information about the company builds anticipation and shows that the team is looking forward to the new colleague.
- Digital platforms: access to the intranet, a collaboration platform or a learning environment set up in advance lets new employees find their way around early.
- Personal contact: a short phone call or video call beforehand gives reassurance and a chance to answer open questions.
These preboarding measures bridge the time until the first working day, and they also build a sense of belonging and raise motivation.
Modern onboarding concepts
Up-to-date onboarding combines digital tools and personal support. Technology lets you share knowledge from anywhere, while personal contact is irreplaceable for building trust and team spirit.
- Blended onboarding: combining online formats (such as webinars and e-learning modules) with in-person events (workshops, team meetings) makes getting to know the company more varied and flexible.
- Interactive e-learning tools: with quizzes, short videos or simulated situations, new employees can get to know processes, products or company guidelines in a playful way. This also helps them learn and reduces uncertainty.
- Virtual team building: now that remote and hybrid working models matter more and more, digital alternatives to classic on-site meetings are essential. Virtual coffee breaks or online team games can help break down barriers and build a personal connection.
Culture and feedback in onboarding
Besides technology and processes, company culture plays a central role in onboarding. New employees should know from the start what drives the company, which values it lives and how the team works together. The first days and weeks are a chance to pass on what makes the culture special, for example through:
- introduction rounds and inspiring company presentations,
- mentoring or buddy programmes, in which experienced employees look after newcomers,
- regular feedback conversations, to spot uncertainty and resolve it early.
Feedback works both ways. Structured feedback from managers helps new employees build confidence. And the company should be open to feedback too, so it can keep improving its onboarding. A feedback culture like this contributes greatly to employee satisfaction and motivation, both decisive for retention over time.
What makes retention last
What happens in the first days and weeks often sends a strong signal for the whole working relationship. People who feel looked after, informed and respected in this time stay more positive about the company and are less inclined to look for alternatives early. What matters:
- Transparency and clarity: tasks, responsibilities and expectations should be communicated early and clearly.
- Prospects and development: talented people want to grow. Showing training, career paths and development opportunities makes it more likely that new employees stay for a long time.
- Team integration: colleagues are important points of contact in daily work. A good working climate, supported by shared activities or clear communication rules, is essential for a positive atmosphere.
Work-life balance also plays an ever greater role, because it meets the needs of many specialists who want to combine work and private commitments. Flexible working hours or remote work arrangements are no longer a luxury, but an expected part of an attractive employer offer.
Conclusion and outlook
Retention starts well before the first day at the office and continues consistently through structured, modern onboarding. Companies that see preboarding and onboarding as one process benefit from engaged, well-integrated employees and strengthen their employer brand for the long term. Digital tools, interactive learning formats and an open feedback culture are the keys to integrating new people quickly and keeping them.
In the competition for talent, filling a vacancy is no longer enough. What matters is building long-term relationships. When employees feel welcome and can develop professionally and personally, motivation and loyalty to the company rise noticeably. Especially in times of change and digitalisation, onboarding that is both new in its approach and human at its core becomes a deciding factor for successful companies.