Onboarding • 8 最短読了時間
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.
ミス 1: 初日をオンボーディングの開始だと考えること
初日までに、新入社員はすでに組織に対する強い第一印象を形成しています。一般的な契約書を受け取った、開始前の質問への回答を得るのに苦労した、内定承諾から入社日までの間にマネージャーと接点がなかった、こうした場合、その印象は否定的である可能性が高いです。解決策はプレボーディングです。内定承諾から初日までの体系的な期間を設け、マネージャーからの個人的な歓迎、実務情報、早期の文化紹介を含めます。プレボーディングに投資する組織は、初期在籍期間の離職を大幅に減らします。
ミス 2 と 3: 情報過多と役割の不明確さ
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.
ミス 4 と 5: コミュニティがないこととフィードバックループがないこと
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.
