FlagMAN-D Blog
New Human Resources

Onboarding new employees: why it matters for retention

Successful onboarding is not just a welcome day and office tour. It is a well-structured process that directly impacts the engagement, productivity, and loyalty of new employees. In Moldova, as in many other countries, companies face high turnover during the first months of employment. One of the main reasons is the lack of proper onboarding. The first 90 days are critical in determining whether a person will stay with the company or start looking elsewhere.

What is onboarding?

Onboarding is the planned process of integrating a new employee into the work environment, helping them understand their responsibilities, and embedding them into the company’s culture.
The goal of onboarding is to shorten the adjustment period and ensure maximum productivity and job satisfaction.

Stages of onboarding and their duration

Onboarding consists of several consecutive stages, each playing an important role:

  1. Organizational onboarding (days 1–5): introduction to the company, structure, office, basic policies, and procedures.
  2. Functional onboarding (week 1 to month 1): training on job tasks, tools, technologies, and processes, with support from a mentor.
  3. Social onboarding (months 1–2): building relationships with colleagues, team activities, developing a sense of belonging.
  4. Psychological onboarding (up to 3 months): developing confidence, emotional stability at work, and reducing anxiety.

On average, onboarding lasts from 1 to 3 months, but the duration may vary depending on the complexity of the role.

Why onboarding is not just a formality

New hires often experience stress: new environment, unfamiliar people, unclear processes. Without clear guidance on what is expected and how things work, motivation can quickly drop. If the employer doesn’t offer support during this time, it’s easier for the new employee to leave than to adapt. Moreover, replacing an employee is far more expensive than implementing an effective onboarding program.

What does effective onboarding include?

  1. A structured onboarding plan – every step should be clear and predictable. The plan should include deadlines, goals, responsible persons, and monitoring tools. Key tasks for the first week, first month, and probation period should be outlined, so the employee can track progress and receive timely support.
  2. Mentoring and guidance – one of the strongest success factors. A mentor helps the new hire understand their tasks, company culture, and unwritten rules. The mentor also reduces stress, builds connection with the team, and prevents early-stage mistakes.
  3. A feedback system – it’s not enough to have one conversation. You need a regular feedback format: weekly meetings, short surveys, progress reports, or one-on-one talks. Feedback must be two-way: the employee shares impressions, and the employer provides expectations and performance input.
  4. Access to knowledge and resources – the employee should have all necessary information, from organizational structure to task-specific guidelines. Ideally, there should be a knowledge base, internal platform, or onboarding guide. Lack of information slows down integration and causes uncertainty.
  5. Quick team integration – creating a sense of acceptance is key. This can be achieved through welcome events, team-building activities, adding the employee to work and social chats, and involving them in group projects. The sooner the new hire feels part of the team, the higher their motivation and retention.

How onboarding improves retention

Companies that invest in high-quality onboarding see a measurable reduction in employee turnover. New hires reach productivity faster, feel like part of the team, and are less likely to consider other job offers. This in turn saves time and resources on repeated recruitment, training, and integration.

How we can help

Onboarding requires a structured approach and attention to detail – even when it comes to basic organizational processes.
FlagMAN-D provides expert methodological and consulting support in HR administration, including employment formalities, clear procedural planning, and proper support during the first months of employment.
We help you build HR processes that ensure every new hire feels confident and understands their role from day one. If you're looking to reduce turnover and build a stable, committed team – reach out to the professionals at FlagMAN-D.
2025-05-02 10:00