- Corporate learning
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In many organizations, onboarding is limited to logistical steps: issuing credentials, sharing handbooks, making introductions, and hosting an orientation session. Important, yes—but far from sufficient.
Onboarding: The Beginning Defines Everything
What is often interpreted as lack of initiative or low proactivity is usually something else: silent disconnection, the result of failed integration. The reason is that integrating is not the same as incorporating: it is one thing to provide access and quite another to generate a link. And it is precisely this bond (emotional, social, cultural) that makes the difference between someone who just does his job and someone who feels part of it, contributes and stays.
When we talk about onboarding, we’re talking about Accompany Contextualize Building Trust |
Joining an organization is, by definition, a moment of vulnerability. Anything new comes with uncertainty And if that moment isn’t handled with care, the person either only half-adapts—or disconnects entirely. It’s not a lack of commitment we’re talking about, but rather an environment that was never truly designed to include..
Lack of integration has consequences
According to Galluponly 12% of employees worldwide have a satisfactory perception of the onboarding process onboarding of people resign from their company; in addition, 20% of people resign from in the first 45 days, and 33% within the first six months.But the impact isn’t just turnover — it also shows up as:
- 70% more likely to make mistakes in the first trimester when there is no structured accompaniment (SHRM)).
- Up to 50% more time to achieve autonomy if there is no clear guidance from entry (Brandon Hall Group).
- There’s also a silent trend: employees who don’t leave, butemotionally disconnect as early as the first month..
Disconnection comes at a high cost, and it’s not just about money. It also shows up in team cohesion, in the company culture feedbackin knowledge sharing, and in the collective emotional well-being.
At O-Lab, we optimize your Onboarding With IA + Gamification
That’s what onboarding It shouldn’t be just another task for Human Resources, but a cross-functional priority that involves leaders across the organization, peers, and internal processes.
When integration becomes development, listening, recognition, and support—something profound happens. The person stops feeling alone in a new place and starts to feel that they belong. And that’s where the individual experience becomes shared culture.
And you? Are you really integrating your new team members?
At O-Lab we design onboarding As an experience—recreating real-life scenarios that invite decision-making, present interactive challenges, and offer real-time feedback. Information isn’t just delivered; it’s lived, applied, and remembered.
BOOK YOUR FREE DEMO AND DISCOVER O-LAB AND DISCOVER HOW YOU CAN BOOST YOUR ONBOARDING AND TRAINING.
