Onboarding • 8 MIN DE LEITURA
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.
Erro 1: tratar o primeiro dia como o início do onboarding
No primeiro dia, o novo colaborador já formou impressões iniciais fortes sobre a organização. Se recebeu um contrato genérico, teve dificuldade em obter respostas às suas perguntas antes da entrada, ou não teve contacto com o seu gestor entre a aceitação da proposta e a data de início, essas impressões tendem a ser negativas. A solução é o preboarding: um período estruturado entre a aceitação da proposta e o primeiro dia que inclui uma saudação pessoal do gestor, informação prática e uma introdução cultural precoce. As organizações que investem em preboarding reduzem significativamente a rotatividade precoce.
Erros 2 e 3: excesso de informação e falta de clareza sobre a função
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.
Erros 4 e 5: nenhuma comunidade e nenhum ciclo de feedback
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.
