When starting a new job, first impressions aren’t just important—they're foundational. But it's not only the new hire who needs to make a good impression; the way a company handles onboarding can significantly influence employee motivation, performance, and retention.
A recent survey by Software Finder, which gathered responses from 1,010 employees hired within the last two years, highlights the wide range of onboarding experiences—and their long-term consequences.
The State of Onboarding: A Mixed Bag
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46% of respondents said their onboarding was welcoming.
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34% felt it was well-structured.
However, many new hires described their onboarding negatively:
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29% said the process was disorganized.
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26% felt it was rushed.
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21% called it underwhelming.
Perhaps most concerning, only 28% said the onboarding process adequately prepared them for their role. And 67% said it didn’t give an accurate picture of their actual responsibilities or the company culture.
Onboarding and Retention: A Clear Connection
The quality of onboarding has a direct impact on how long employees want to stay:
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48% of employees with poor onboarding said they considered leaving the company within the first six months.
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In contrast, 55% of those with positive onboarding experiences said they wanted to stay long term.
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Only 10% of those with negative onboarding said the same.
A strong onboarding experience also creates deeper engagement:
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77% of employees with a positive experience said they felt more connected to their company afterward.
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61% said onboarding impacted their future work ethic and engagement.
The Case for Re-Onboarding
Interestingly, most employees are open to ongoing onboarding support. 70% said they would welcome a re-onboarding experience around the six-month mark to better align with the company’s mission, culture, and expectations.
For companies that didn’t get onboarding right the first time, this presents a valuable opportunity to course-correct and re-engage new hires before they walk out the door.
Effective onboarding is more than a formality—it’s a key driver of retention, motivation, and employee satisfaction. Companies that invest in thoughtful, structured onboarding—and follow up with opportunities for re-engagement—are more likely to build committed, high-performing teams.