Onboarding • 8 BACAAN MENIT
The 5 Most Common Onboarding Mistakes (And How to Avoid Them)
JUN 16, 2026
Most onboarding problems are predictable and preventable. Here are the five mistakes that HR teams make most often and the fixes that work.
Kesalahan 1: menganggap hari pertama sebagai awal onboarding
Pada hari pertama, karyawan baru sudah membentuk kesan pertama yang kuat tentang organisasi. Jika mereka menerima kontrak yang generik, mengalami kesulitan mendapatkan jawaban atas pertanyaan pra-mulai, atau tidak memiliki kontak dengan manajer mereka antara penerimaan tawaran dan tanggal mulai, kesan tersebut kemungkinan akan negatif. Solusinya adalah pre-boarding: periode terstruktur antara penerimaan tawaran dan hari pertama yang mencakup sambutan pribadi dari manajer, informasi praktis, dan pengenalan budaya awal. Organisasi yang berinvestasi dalam pre-boarding secara signifikan mengurangi perputaran pada masa kerja awal.
Kesalahan 2 dan 3: kelebihan informasi dan kurangnya kejelasan peran
New starters who are shown 40 PowerPoint slides about the company on their first day retain almost none of it by the end of the week. Spread foundational content across the first four weeks and deliver it in context, when it is immediately relevant to something the employee is doing. Separately, many new hires report that they did not fully understand what success looked like in their role until several months in. The fix is a 30-60-90 day plan created jointly by the manager and the new hire in the first week, with clear goals and expectations for each milestone.
Kesalahan 4 dan 5: tidak ada komunitas dan tidak ada umpan balik
Starting a new role is socially demanding. Without deliberate introductions and structured social opportunities, new hires can feel isolated for months, particularly in hybrid or remote environments. Assign a buddy from outside the immediate team and schedule their first conversation before day one. Finally, most organisations onboard employees but never ask how the experience was. A short survey at 30 and 90 days, asking specific questions about the quality of the onboarding, provides the feedback needed to continuously improve the process.
