"You never get a second chance to make a first impression." We've all heard it, and when it comes to welcoming new employees, it couldn't be truer. But here's what many companies miss—how you say goodbye is just as important. Whether it’s a warm welcome or a graceful exit, these pivotal moments shape an employee's perception of your company long after they’ve walked out the door.
In today’s workplace, where retention and reputation are everything, the way you manage onboarding and offboarding can either elevate your brand—or damage it beyond repair. Let’s dive into why these “bookends” of the employee experience matter so much and how to get them right.
First Impressions Matter: The Power of Onboarding
Starting a new job can feel like trying to drink from a firehose—new faces, endless paperwork, and a flood of unfamiliar processes. Without the right support, new hires can quickly feel overwhelmed and disengaged. In fact, 88% of employees feel their organization doesn’t do a great job with onboarding, according to Gallup. That’s a lot of missed opportunities.
When companies invest in solid onboarding, the results speak for themselves:
Organizations with strong onboarding programs see a 70% increase in productivity and an 82% improvement in retention.
Structured onboarding leads to 50% higher job satisfaction and stronger engagement.
Amber Hyatt, VP of Product Marketing at SilkRoad Technology, puts it perfectly:"Onboarding is like rolling out the red carpet—it sets the tone, builds confidence, and helps employees hit the ground running."
What Makes an Effective Onboarding Program?
A great onboarding process isn't just about handing over a laptop and saying, "Good luck!" It’s about setting up new hires for long-term success. Here’s what top companies do right:
Preboarding: Send welcome emails, provide access to key resources, and introduce team members before day one.
Structured First 90 Days: Set clear goals, offer mentorship, and provide regular feedback.
Culture Immersion: Help employees connect with the company's mission and values early on.
Technology Support: Ensure they have the right tools and training to do their job effectively.
Don't Slam the Door: Why Offboarding is Just as Important
Let's be honest—when an employee leaves, the focus often shifts to damage control. There’s a scramble to collect company assets, deactivate accounts, and fill the vacancy. But treating offboarding as an afterthought is a huge mistake. A thoughtful exit process can turn former employees into lifelong advocates—or vocal critics.
Consider this:
76% of departing employees say they’d be more likely to recommend their former employer if they had a positive offboarding experience.
Companies with formal offboarding programs see 20% fewer negative reviews on employer review sites.
HR thought leader Ben Peterson sums it up well:"How employees leave your company is just as important as how they enter. A strong offboarding process leaves the door open for future opportunities and strengthens your employer brand."
What Should a Thoughtful Offboarding Process Include?
Offboarding should be more than a checklist—it’s an opportunity to gather insights, maintain relationships, and end on a high note. Best practices include:
Exit Interviews: Gain valuable feedback and identify trends to improve retention strategies.
Knowledge Transfer: Ensure critical responsibilities are handed off smoothly to avoid disruptions.
Recognition and Farewell: Acknowledge their contributions and celebrate their journey.
Alumni Engagement: Stay in touch through networking events, newsletters, or alumni groups.
The Business Impact: Why It All Matters
Failing to get onboarding and offboarding right isn't just an HR problem—it's a business problem. The consequences can hit your bottom line hard:
Turnover costs: Replacing an employee can cost anywhere from 50% to 200% of their salary, factoring in hiring, training, and lost productivity.
Reputation damage: Negative exit experiences often translate into bad Glassdoor reviews and word-of-mouth criticism.
Lost knowledge: Poor offboarding leads to gaps in critical knowledge and weakened team cohesion.
On the flip side, organizations that prioritize these key touchpoints enjoy higher engagement, better morale, and a stronger employer brand—giving them a significant competitive advantage.
Final Thoughts: Make the Bookends Count
At the end of the day, the beginning and end of an employee’s journey with your company leave the biggest impressions. A warm welcome and a respectful goodbye can make all the difference in whether employees become loyal advocates or cautionary tales.
Whether you're a business leader or an HR professional, take a moment to evaluate your processes. Are you setting employees up for success from the start? Are you parting ways with grace and professionalism? If not, it might be time to rethink your strategy.
Because when it comes to employee experience, first and last impressions aren’t just moments—they’re lasting memories.
If you found this blog post helpful, please share it with your friends and colleagues. And if you have any other tips, share them in the comments below.
ABOUT THE AUTHOR
Rob Stalder is driven by the one thing he values most in life: joy. The joy in feeling like a kid again, the joy in fulfilling a sense of adventure, the joy in making a difference in peoples’ lives and the joy in helping others become the best versions of themselves. He uses the skills and expertise he's garnered throughout his career to bring joy to life—both for himself and for others.
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