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When a company welcomes new employees, having them well integrated from the beginning pays off since it directly affects the bottom line positively.

The book ‘Onboarding’ offers good advice for the onboarding process. It provides knowledge about creating loyalty, commitment and retention amongst new employees in a short time period. The effects of onboarding should not be underestimated, and according to the book’s authors Christian Harpelund and Morten Højberg onboarding can be very impactful for companies.

The book provides concrete examples and tools for measuring and managing onboarding.

Read extract

For the organization

A structured onboarding process pays off.

  1. Retention

    A structured onboarding process is integral in helping retain and engage employees beyond their first few weeks.

  2. Time-to-performance

    With a structured onboarding process, you will get new employees faster up to speed.

  3. Costs

    A structured onboarding process reduces recruitment costs associated with the onboarding itself by improving employee retention.

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How ready is your company for onboarding?

Good onboarding is about helping new employees onboard at a new company. Contact us to find out how well your business is prepared for onboarding new employees.

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For the employee

Getting off to a great start.

  1. A rewarding experience

    When your employer provides a successful onboarding program, a better job experience is guaranteed from day one. Whether by learning about your job expectations, having a go-to colleague for questions, or getting to know the values of your workplace, onboarding gets you off to a productive start.

  2. Commitment

    With a strong onboarding process, your commitment as a new employee will be matched from day one.

  3. Personal value

    By engaging in onboarding, you can begin to identify your goals with the overall success of the company in mind. And that will make you feel great!

The Onboarding Model

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These six dimensions are key elements to create and manage a structured
onboarding process. The Onboarding Model is used to map the activities in
the current onboarding process and where an extra effort is needed.
  • Culture Cultural norms and values Company direction and strategy Formal and informal distribution of power
  • Compliance Understanding the role and the expectations Systems and processes Internal and legal rules
  • Performance Prioritize tasks and goals Feeling of being valued Get sufficient feedback
  • Network Informal social relations Access to relevant information network Relation to key internal stakeholders
  • Competences Company expressions and terminology Professional and personal development Knowledge of how the competences are achievedt
  • Collaboration Collaboration with the manager Collaboration with closest peers Contribution to the social work environment