리더십의 목소리 • 7 최소 읽기 시간
최고의 온보딩 프로그램이 공통적으로 갖는 것
APR 30, 2026
수십 개 조직의 온보딩 프로그램을 연구한 후, 한 인재 리더가 탁월한 것과 평범한 것을 가르는 패턴을 공유합니다.
1일차 이전부터 시작됩니다
The best onboarding programmes I have seen begin the moment an offer is accepted, not on the first day of employment. This pre-boarding period, from acceptance to start date, is when new hires are most anxious and most susceptible to counter-offers. The organisations that manage this period well send a personal welcome from the hiring manager within 24 hours, provide practical information (what to bring, how to get there, what the first day looks like) within 48 hours, and begin cultural introduction through team introductions, reading materials, or a welcome video from the CEO. By day one, the new hire already feels known.
The 90-day commitment
The best onboarding programmes treat the first 90 days as a single intentional arc, not a first-week event followed by abandonment. They include structured check-ins at 30, 60, and 90 days with both the manager and HR. They provide clear expectations for what success looks like at each milestone. And they ask the new hire for feedback on the onboarding experience at 90 days, acting on what they hear before the next cohort arrives. Organisations that do this typically see 90-day retention improve by 15-25% within two years of implementation.
