5 Keys to a Successful Onboarding in Your Company

With the rise of remote work, many companies have struggled to properly prepare their new employees for a successful start in their roles due to the lack of a well-structured onboarding plan.

The traditional onboarding or induction program is usually prepared by the Human Resources department, preferably by someone specialized in Learning and Development for employees. However, this is not always the case, and it often ends up in the hands of the Operations team.

According to a Harvard Business Review report, an average onboarding program lasts 90 days, and it can make the difference between high turnover within the first 18 months or having happy and committed employees in the medium and long term.

Today, I will explain the 5 key elements to effectively onboard your new remote employees and how to create an onboarding process for your company.

How to Create an Onboarding Process for Your Company?

1. Define the Objective

Every educational program requires a clear general objective that outlines what the employee is expected to learn throughout the process.

The specific objectives may include: Acquiring new skills Learning to use specialized tools Understanding the company's departments The general objective of your company's induction program may be the same for all employees, but the specific objectives should vary depending on who is taking the training.

For example, there is no point in having a UX designer take an induction course meant for finance or payroll staff.

One method widely used in tech companies to set onboarding goals effectively is the SMART Goals method:

S = Specific – Objectives must be clear and precise. M = Measurable – Progress must be trackable. A = Achievable – The goals must be realistic. R = Relevant – They should align with the employee’s job. T = Time-bound – They must be achieved within a specific time frame.

This method prevents distractions and ambiguity, ensuring employees acquire the necessary knowledge to perform their job effectively.

2. Plan the Duration of the Onboarding

Once you define your objectives, you can estimate how long the onboarding program should last based on: The size of the company The complexity of the job The responsibilities of the employee The 6- and 12-month company goals The expected performance levels for the role Onboarding duration can vary from a few days to 30, 45, or even 60 days, depending on these factors.

However, when I mention 30, 45, or 60 days, it does not mean overwhelming employees with excessive daily content.

Instead, the program should be structured into daily and weekly segments to allow new hires to process the information while familiarizing themselves with the company culture and their responsibilities.

A one-week onboarding program with minimal information and no team interaction is useless, especially for fully remote employees. This can result in insecurity, disengagement, and high turnover rates.

As I mentioned earlier, the average onboarding program lasts about 90 days because beyond learning the job, employees go through an adaptation period to: The company The work culture Their role Their colleagues If the employee comes from a different industry, their adaptation period may extend to 6-12 months.

3. Create the Content Plan

The onboarding process should guide the employee through a structured journey, from company introduction to specific job responsibilities.

To achieve this, I recommend structuring content into the following sections:

Company Information: Mission, vision, values, policies, organizational structure, and annual goals. Department Information: Department’s role, subdivisions (if any), contribution to company goals, and interaction with other departments. Team Information: Team structure, objectives, collaboration with other teams, and team-building activities. Job Responsibilities: Role expectations, KPIs, goals, and reporting structure. Meetings with Key Departments: Essential for role integration. Additional Training Courses Extra Resources

💡 Tip: Submit your content plan for approval to:

✅ 1 HR representative ✅ 1 representative from the hiring department ✅ 1 manager/supervisor of the new hire Avoid involving too many people in the approval process, as this can delay implementation indefinitely.

4. Develop the Onboarding Content

Onboarding materials should be diverse and interactive to cater to different learning styles and improve knowledge retention.

The most common learning styles include:

Written: Physical or digital materials Audiovisual: Videos Auditory: Audio-only content Kinesthetic: Hands-on activities and real-world tasks Teamwork Social Interaction Activities

A well-balanced onboarding program includes all these formats to ensure employees can learn effectively.

This is often the biggest challenge for companies because most onboarding trainers lack educational or pedagogical training, let alone expertise in online teaching or video creation.

Here are some tools you can use to create a cost-effective online onboarding program:

📌 Online Course Platforms: Google Classroom Hotmart Kajabi Thinkific 📌 Screen Recording Tools: Zoom Loom Google Meet Microsoft Teams Mobile phone (for recording videos) Big Vu (teleprompter tool) 📌 Video Hosting: YouTube Vimeo

Tip: Use micro-learning techniques and knowledge assessments to prevent overwhelming employees and ensure they track progress effectively.

5. Track Onboarding Metrics

Onboarding programs must evolve as the company grows, and they should be updated every 6 months to keep content relevant.

Here are key metrics to measure your onboarding program's effectiveness:

Completion Rate: % of employees who complete the program Assessment Pass Rate: Minimum score required to pass onboarding tests Preferred Learning Format: Do employees prefer videos, text, audio, or a mix? Employee Confidence: Do employees feel ready for their role after onboarding? Clarity of Role Expectations: Were job responsibilities clearly defined? Employee Retention Rate: How many stay after 6 months or 1 year? Work Performance: Employee productivity at 3, 6, 9, and 12 months Employee Satisfaction: Their engagement with the company Time to Reach Goals: How long it takes new hires to meet expectations Manager Feedback: Manager’s evaluation of new hire performance

💡 Tip: Use Google Forms or similar tools to create satisfaction surveys and track onboarding success.

There is no universal formula for onboarding—each company must design a personalized plan based on its business model.

Fully in-person companies benefit from face-to-face interaction, while hybrid models combine the best of both worlds. However, fully remote companies face greater challenges in creating an effective onboarding program that fosters engagement and commitment.

I hope this guide helps you design a customized onboarding plan for your company and provide value to your new employees.

Let me know your thoughts in the comments!