Onboarding • 8 MIN BACAAN
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.
Kesilapan 1: menganggap hari pertama sebagai permulaan onboarding
Menjelang hari pertama, pekerja baharu telah pun membentuk tanggapan pertama yang kuat tentang organisasi. Jika mereka menerima kontrak umum, menghadapi kesukaran mendapatkan jawapan kepada soalan pra-mula mereka, atau tidak mempunyai hubungan dengan pengurus mereka antara penerimaan tawaran dan tarikh mula, tanggapan itu kemungkinan besar negatif. Penyelesaiannya ialah pra-boarding: tempoh berstruktur antara penerimaan tawaran dan hari pertama yang merangkumi sambutan peribadi daripada pengurus, maklumat praktikal, dan pengenalan awal kepada budaya. Organisasi yang melabur dalam pra-boarding mengurangkan pusing ganti awal secara ketara.
Kesilapan 2 dan 3: lebihan maklumat dan kekurangan kejelasan peranan
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.
Kesilapan 4 dan 5: tiada komuniti dan tiada gelung maklum balas
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.
