12 concepts about the onboarding journey you need to know

Employee experience

Employee experience is a complex psycho-cognitive concept that reflects the sum of interactions and impressions an employee has within your organization. It shapes how they perceive your company’s culture and values. Every stage of the employee journey, from preboarding to offboarding, contributes to this experience. When designed thoughtfully, it not only enhances productivity but also reduces turnover and builds a more resilient workforce.

Employee journey

The employee journey covers every stage of an employee’s experience within your organization, starting with their very first contact and continuing until the moment they leave. While each employee and department follows a unique path, there are key milestones that most journeys share: signing the employment contract, preboarding, the first day, onboarding, completing the probationary period, reaching the six-month mark, and even personal moments like celebrating a birthday. At any given time, every employee is in a different stage of this journey.

Preboarding 

‍Preboarding is the phase that begins the moment a new hire signs their contract, long before their official first day. At this stage, the employee journey has already started. New hires are often motivated, enthusiastic, and eager to learn about the company and their future colleagues. Yet, many organizations fail to fully leverage this period of excitement.

Effective preboarding goes beyond handling administrative details. It helps new employees feel prepared and confident by answering practical questions like What’s the dress code? or When is lunch? It also creates a sense of belonging by introducing them to the team early, so they arrive on their first day ready to collaborate with familiar faces.

To ensure nothing is overlooked during preboarding and onboarding, use our Onboarding Checklist for Managers.

Onboarding

Onboarding is the process of guiding new hires into becoming fully productive employees. Starting at a new company can feel overwhelming since there are many new people, a new environment and unfamiliar expectations. During this stage, employees need to learn not only the official guidelines but also the unspoken rules that shape company culture.

A well-structured onboarding process addresses these needs by helping new hires feel confident, connected and equipped to succeed. With the right platform, you can accelerate productivity, strengthen your employer brand and deliver the employee experience your talent deserves.

The 5 C’s of Onboarding

The 5 C’s of onboarding, introduced by Dr. Talya Bauer in her SHRM Foundation: The Building Blocks of a Successful Onboarding Process, highlight the most important aspects every new hire should learn during onboarding. You can think of them as the ABC of onboarding.

• Compliance: Ensure new employees are fully briefed on legal, company, and security policies. This prevents onboarding mistakes early on and helps them understand the workflows your organization relies on.
• Clarification: Provide clarity on roles, responsibilities, and expectations. New hires should know what their tasks are, who their team members and managers are, and which deliverables they will be accountable for.
• Culture: Every organization has its own culture. Help employees understand your mission, values, and workplace norms, such as dress code or team rituals, so they can align with the company vision.
• Connection: Starting a new job can feel like the first day of school. Most faces are unfamiliar, which can make social integration difficult. Tools like onboarding buddies, team introductions, or coffee chats can ease this transition and help employees build meaningful connections.
• Checkback: Onboarding does not end after one or two months. It often takes months before an employee is fully integrated. Regular check-ins help identify challenges early, track progress, and show employees that their voice is valued. With the right digital tools, managers can monitor progress and gather feedback seamlessly.

[.callout-small]Want to learn more about the C’s of onboarding? Discover our take on the 7 C’s that shape a great onboarding experience.[.callout-small]

Remote Onboarding

In today’s global work environment, remote onboarding has become essential. The lack of in-person office tours should not diminish the employee experience. Platforms like Appical make it possible to onboard employees both in person and remotely, using interactive activities such as quizzes, games, and videos that showcase your employer brand, no matter where your employees are located.

Reboarding

Reboarding is the stage in the employee journey that supports existing staff when major changes occur within the organization. This can include returning to the office after remote work, adapting to new technologies, adjusting to updated policies or settling into redesigned workplaces. Its purpose is to reintroduce employees to the company environment, align them with current practices and keep them engaged and productive throughout transitions.

Offboarding

Offboarding deals with bringing your employees’ journey to a perfect end and giving them a proper goodbye. Just because your employee is leaving the company does not mean farewell. Proper offboarding enables you to collect valuable information and the feedback you need. Allowing your employees to discuss their experiences and say goodbye to their team in a memorable way! The employee experience continues even after they left the company, turning previous employees into brand ambassadors.
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30 60 90 onboarding plan

The 30-60-90 onboarding plan is a structured approach within an onboarding program that guides new employees through their first three months at the company. The plan is divided into three clear phases, each with specific and achievable goals. During the first 30 days, the focus is on learning, where new hires get to know the company, its culture, policies and immediate responsibilities. Between days 30 and 60, the emphasis shifts toward contributing, as employees begin applying their knowledge, taking ownership of tasks and collaborating more actively with their teams. From day 60 to 90, the focus is on performing, where the employee is expected to deliver results, demonstrate independence and align closely with company objectives.

By structuring the onboarding program in this way, organizations provide new hires with clarity, reduce uncertainty and help them grow into their roles step by step. This method not only accelerates productivity but also strengthens engagement and retention, ensuring that employees feel supported and motivated throughout their early journey in the company.

Onboarding Buddy

An onboarding buddy is an experienced employee assigned to a new hire to provide guidance and support. Acting as a point of contact, the buddy helps the newcomer navigate company culture, answer questions, and build confidence. This simple yet powerful practice boosts productivity and accelerates integration. For practical tips, explore our Onboarding Buddy Toolbox, which even includes a free card game to help new hires and buddies connect.

Inclusive Onboarding

Inclusive onboarding goes beyond introducing company culture. It also seeks to understand and embrace the individual backgrounds, preferences, and needs of employees. By acknowledging cultural, religious, or personal differences, managers can create a supportive environment where all employees feel valued. Inclusive onboarding combines teaching with active listening to ensure everyone has an equal chance to thrive.

Data-Driven Onboarding

Data-driven onboarding means using insights and analytics to improve the way new employees are welcomed into a company. Instead of relying only on feedback or intuition, managers can track progress, measure engagement and spot areas that need more attention. This approach makes it easier to adjust the onboarding process, so every new hire gets the support they need to succeed. Companies often use an onboarding platform to collect and analyze this data, which helps them create a smoother and more personalized experience for employees.

Conclusion

Employee onboarding has many facets, from compliance and culture to reboarding and offboarding. Each stage plays a critical role in shaping the overall employee experience. By using digital platforms and structured strategies, organizations can boost productivity, improve efficiency, and create a positive journey that employees will remember long after their first day.