Did you know that nearly 20% of new employees leave their job within the first 45 days? In Quebec, with fierce competition for talent, you can no longer afford to leave onboarding to chance.
Onboarding isn't just showing people where the coffee machine is. It's a strategic 70-day journey that turns a “newbie” into a pillar of your team. Here's your roadmap.
Week 1: Create the feeling of being “in the right place”
The first day should be memorable for the right reasons. If your new hire spends the morning waiting for IT access or work boots, the message is clear: you weren't ready.
- The gesture that counts: A workspace that's 100% ready, a welcome note from management and a team lunch.
- The goal: Go from feeling like an outsider to feeling like part of the family from day 1.
Weeks 2 to 4: Navigating the culture (the unwritten rules)
Once the initial shock has passed, the employee needs to understand how the organization works day to day. Beyond the procedure manuals, they need to grasp the real dynamics.
- The strategy: Pair them with a buddy who will explain who does what, what the unspoken priorities are and how to communicate effectively in the company.
- The goal: Reduce anxiety about the unknown.
Weeks 5 to 8: Competence as fuel
Nothing strengthens engagement more than feeling useful. By the second month, the employee should be able to roll up their sleeves and contribute in concrete ways.
- The “quick win” project: Give them an achievable assignment with a visible, fast result.
- The goal: Boost their self-confidence and prove their added value to the team. An employee who succeeds is an employee who stays.
Weeks 9 and 10: The moment of truth
This is when the trial period is confirmed, on both sides. Don't settle for a handshake in the hallway.
- The 60–90 day review: Schedule a structured meeting. It's not a stressful performance review, but an open, honest conversation: “What surprised you? What do you need to be even more effective? Does the job match what we told you?”
- The goal: Spot small frustrations before they turn into reasons to resign.
The expert's view: You never get a second chance to make a good first impression. Solid onboarding costs 10 times less than a new recruitment process.
Build onboarding that lasts
Every company has its own character, and your onboarding program should reflect it. At Industrielle RH, we help you design tailored onboarding paths that secure your hires and speed up your new employees' productivity.
Ready to turn the first few days into long-term success? Let's talk about your onboarding processes.