In high-pressure industries like tech, energy, and manufacturing, time is money—and onboarding often gets rushed or skipped in the name of speed. But as Debbie Mastel shared in a recent ICTC-CTIC DWCA series with Xavier Labrecque and Heileen Arias, the hidden costs of poor onboarding can be far greater than the cost of doing it right.
This post builds on our recent article, Fast-Paced Team Onboarding Without Losing Quality, by diving deeper into the business risks of onboarding missteps and how to avoid them.
“If this person doesn’t stay because they feel like they’ve been thrown to the wolves… starting over from scratch is costly. Even a shorter version can save thousands.” – Debbie Mastel
The Real Costs of Poor Onboarding
Attracting the right candidate starts well before onboarding. Clear job titles play a critical role.
Many companies don’t realize just how expensive poor onboarding can be. Here are three major areas where a weak process can hurt your business:
1. Turnover & Early Attrition
According to Gallup, as many as 20% of new hires leave within the first 45 days. In high-stakes roles, the cost of replacing a bad or lost hire can range from 50% to 200% of their annual salary.
2. Productivity Loss
Employees without proper onboarding take longer to ramp up. They’re unclear on expectations, hesitant to make decisions, and often disengaged. This slows projects down, increases error rates, and burdens other team members who must pick up the slack.
3. Cultural Misalignment
When new hires aren’t introduced properly to company values and norms, the result is misalignment in behavior and decision-making. Over time, this leads to team friction and even reputational damage.
“In fast-paced environments, respecting onboarding milestones is critical—even if the timeline is condensed.” – Xavier Labrecque
Signs Your Onboarding Might Be Hurting, Not Helping
- New hires are asking the same questions over and over
- Employees report feeling “thrown in” without support
- Managers are frustrated with inconsistent performance
- New hires are disengaging—or leaving—within the first 90 days
How to Optimize Your Onboarding Process
You don’t need a months-long process to make onboarding effective. What you do need is clarity, structure, and consistency.
✅ Set Clear Milestones
Outline what success looks like at 30, 60, and 90 days. Share these with the employee and their manager.
✅ Assign a Buddy or Mentor
A go-to person for questions helps new hires feel supported and integrated faster.
✅ Use a Role-Specific Checklist
Include systems access, key contacts, learning modules, and tasks tied to their role.
✅ Schedule Feedback Touchpoints
Make time for regular check-ins. Listen actively. Adapt the plan if needed.
Quick Audit Checklist: Is Your Onboarding Doing Its Job?
If you answered “no” to any of the above, it may be time to refine your approach.
You may also want to review how structured your interview process is—here’s why that matters.
Key Takeaways
- Poor onboarding leads to high turnover, low productivity, and culture disconnects
- Clear onboarding milestones increase retention and speed up productivity
- A consistent, thoughtful onboarding process protects your investment in every new hire
Worried your onboarding process might be costing you top talent? Let’s talk. Connect with Debbie Mastel & Associates to explore how we can help you strengthen your onboarding strategy and set new hires up for success.