Latest updates in employee engagement for October: what’s new in onboarding experience

Current trends shaping onboarding experience

Shifting Expectations and the Rise of Personalized Onboarding

Today’s employees expect more than just a checklist when starting a new job. The onboarding experience is evolving, with organizations focusing on creating a sense of belonging and purpose from day one. According to recent industry reports, over 70 percent of leaders now consider onboarding a critical driver of employee engagement and retention. This shift is pushing companies to rethink how they welcome new hires and integrate them into the company mission and culture.

Emphasis on Engagement and Recognition

Workplace engagement is no longer just a buzzword. Human resources teams are prioritizing strategies that help employees feel recognized and valued early on. Engaged employees are more likely to stay with the company and contribute to business growth. Tools like Kahoot and other interactive platforms are being used to keep teams motivated and make learning both fun and effective. These tools keep communication open and help new hires connect with managers and peers, which is essential for higher employee engagement.

Professional Development from the Start

Another trend shaping onboarding is the integration of professional development opportunities. Organizations are offering learning modules, mentorship programs, and leadership training as part of the onboarding process. This not only improves employee skills but also signals a commitment to growth and development, which is key to keeping employees engaged and reducing the number who have considered quitting within the first few months.

Data-Driven Onboarding and Continuous Improvement

Companies are increasingly using data to measure engagement retention and workplace engagement during onboarding. Regular feedback, pulse surveys, and engagement metrics help leaders identify what’s working and where improvements are needed. This approach ensures that onboarding is not static but evolves based on employee feedback and business needs.

• Personalized onboarding journeys tailored to individual roles and backgrounds
• Increased use of digital tools like Kahoot Workplace for interactive learning
• Focus on communication and recognition to help employees feel engaged
• Integration of company mission and values from the start

For a deeper dive into how effective onboarding can open up optimum employment opportunities and drive engagement, check out this guide on achieving optimum employment opportunities through effective onboarding.

Challenges companies face during onboarding

Common Obstacles Impacting New Hires

Many organizations invest in onboarding, yet challenges persist that can hinder employee engagement from the start. Recent reports highlight that a significant percent of employees considered quitting within their first six months due to a lack of support and clarity. This signals a gap between what companies intend and what new hires actually experience.

• Poor communication: When managers and leaders fail to communicate expectations or company mission clearly, employees feel disconnected and less engaged.
• Limited access to resources: Without the right tools to keep teams motivated, new hires struggle to perform, impacting engagement retention and workplace engagement.
• Insufficient recognition: Employees who do not receive early recognition or feedback are less likely to feel engaged and may not see a path for professional development within the company.
• Lack of structured learning: Human resources often overlook the importance of interactive learning platforms, such as Kahoot, which can boost engagement and help employees feel part of the team from day one.

Leadership and Engagement Gaps

Leadership plays a crucial role in shaping the onboarding experience. However, a recent survey found that only a small percent of leaders believe their onboarding process fully engages new hires. This disconnect can lead to lower engagement, with fewer employees feeling aligned with the company mission or valued by their managers.

Managers who prioritize open communication and provide clear development paths see higher employee engagement and retention. Engaged employees are more likely to stay, contribute to business growth, and embody the company’s values.

Evaluating Onboarding Effectiveness

To improve employee engagement, organizations need to regularly assess their onboarding programs. Effective evaluation helps identify gaps in communication, leadership, and learning opportunities. For a deeper dive into how to effectively evaluate the professional staffing during onboarding, visit this guide on evaluating professional staffing during onboarding.

By addressing these challenges, companies can create a more supportive environment where employees feel engaged, recognized, and motivated to contribute from their first day at work.

The role of technology in onboarding

Digital Tools Transforming the First Days

Technology is now at the heart of the onboarding experience, reshaping how employees connect with their new workplace. From interactive learning platforms to AI-driven communication tools, organizations are investing in solutions that make the process smoother and more engaging. According to recent reports, companies using digital onboarding tools see a higher employee engagement rate, with up to 70 percent of new hires feeling more connected to the company mission and values within their first month.

Personalized Learning and Gamification

Modern onboarding platforms, like Kahoot, offer gamified learning modules that keep teams motivated and help employees feel recognized from day one. These tools keep employees engaged by turning essential information into interactive experiences, making it easier for new hires to absorb key policies, leadership expectations, and business goals. Kahoot workplace solutions, for example, have been linked to improved communication and higher employee retention, as they encourage participation and foster a sense of belonging.

Real-Time Feedback and Communication

Effective onboarding now relies on real-time feedback mechanisms. Managers and leaders can use digital surveys and pulse checks to measure engagement retention and workplace engagement. This immediate feedback helps human resources teams identify areas for improvement and ensure that employees feel heard and supported. Organizations that prioritize open communication during onboarding report that up to 60 percent of their new hires feel engaged and less likely to have considered quitting in the first six months.

Supporting Professional Development from the Start

Technology also plays a crucial role in professional development. Onboarding platforms integrate learning paths that align with both job requirements and individual growth goals. This approach not only improves employee engagement but also signals that the company values development and recognition. Engaged employees are more likely to stay with the company, contribute to business success, and become future leaders.

For a deeper look at how digital solutions can improve employee engagement and create a fully engaged workforce, explore this guide on effective onboarding strategies.

Measuring engagement during onboarding

Key Metrics to Track Engagement

Measuring engagement during onboarding is essential for organizations aiming to keep employees motivated and committed from the start. Leaders and human resources teams often look at several indicators to assess how engaged employees feel in their first weeks. Some of the most common metrics include:

• Onboarding survey results: Short pulse surveys help gauge how new hires feel about their job, company mission, and communication with managers.
• Completion rates: Tracking how many employees finish onboarding tasks, such as e-learning modules or professional development sessions, can signal engagement retention.
• Early turnover rates: A higher percent of employees considered quitting during onboarding may point to gaps in the process or workplace engagement.
• Participation in recognition programs: Engaged employees are more likely to participate in company recognition and feedback activities.

Tools and Technology for Engagement Measurement

Technology now plays a central role in helping organizations measure and improve employee engagement. Platforms like Kahoot Workplace offer interactive learning and real-time feedback, making it easier for managers to keep teams motivated. Digital tools keep communication open and allow leaders to quickly spot trends in engagement or areas needing improvement.

Some companies use dashboards to track how engaged employees are throughout the onboarding journey. These dashboards can show the percent of new hires who feel connected to the company mission, or who have participated in leadership development activities. This data helps business leaders and human resources professionals make informed decisions to improve employee experience.

Why Measurement Matters

Measuring engagement is not just about numbers. It’s about understanding how employees feel and what drives them to stay. When organizations track engagement, they can identify which onboarding practices lead to higher employee satisfaction and which areas need more attention. This approach supports both engagement retention and long-term business success.

Best practices for boosting engagement from day one

Creating a Sense of Belonging from Day One

Building engagement during onboarding starts with making employees feel connected to the company mission and values. Leaders and managers who communicate openly about the business vision help new hires understand their role in the bigger picture. When employees see how their work contributes to organizational goals, they are more likely to feel engaged and committed.

Effective Communication and Recognition

Clear, consistent communication is crucial for workplace engagement. Human resources teams and leadership should provide regular updates, answer questions, and encourage feedback. Recognition also plays a key role. Even small acknowledgments of early achievements can boost morale and help employees feel valued. According to recent reports, organizations that prioritize recognition see higher employee engagement and retention rates.

Professional Development and Learning Opportunities

Offering learning and development opportunities from the start signals that the company invests in its people. Tools like Kahoot can make onboarding interactive and fun, helping employees absorb information and stay motivated. Engaged employees are more likely to participate in ongoing training, which supports both individual growth and business success. In fact, a Kahoot Global Workplace Report found that teams motivated by continuous learning are less likely to have considered quitting within the first six months.

Empowering Managers and Leadership

Managers and leaders are essential in keeping teams motivated and engaged. Training managers to support new hires, set clear expectations, and provide regular feedback can improve employee engagement significantly. When employees feel supported by leadership, they are more likely to become fully engaged members of the organization.

Practical Steps to Improve Employee Engagement

• Assign mentors or buddies to help new hires navigate their first weeks
• Set clear goals and check in regularly on progress
• Encourage participation in team activities and company events
• Provide access to professional development resources
• Celebrate milestones and recognize contributions early on

Organizations that focus on these best practices create an environment where employees feel engaged and motivated from day one. This approach not only improves engagement retention but also drives better business outcomes over time.

Case studies: companies excelling in onboarding

Real-world examples of onboarding done right

Organizations that prioritize employee engagement from day one are seeing measurable results in retention, productivity, and workplace satisfaction. Here are a few standout cases that illustrate how effective onboarding strategies can transform the employee experience:

• Global tech company leverages gamified learning: A leading technology firm integrated Kahoot into its onboarding process, creating interactive learning modules that keep teams motivated and engaged. New employees reported a 30 percent increase in knowledge retention, and 85 percent of participants felt more connected to the company mission after completing the program. This approach not only improved employee engagement but also helped managers identify areas for further professional development.
• Retail chain focuses on recognition and communication: One major retailer revamped its onboarding by introducing regular check-ins and recognition moments for new hires. Human resources leaders found that employees who received early recognition were 40 percent more likely to feel engaged and less likely to have considered quitting within the first six months. Open communication channels between managers and new employees also led to higher employee satisfaction scores in post-onboarding surveys.
• Financial services firm invests in leadership development: By embedding leadership training into the onboarding journey, this organization empowered new hires to take ownership of their roles. The company’s report showed that teams with access to leadership resources during onboarding had 25 percent higher engagement retention rates. Employees felt supported in their job and more aligned with the company’s values, leading to a more fully engaged workforce.

Company	Key Strategy	Impact on Engagement
Tech Firm	Kahoot workplace gamification	30% higher learning retention, 85% felt connected to mission
Retail Chain	Recognition & communication	40% more likely to feel engaged, improved retention
Financial Services	Leadership development	25% higher engagement retention, stronger alignment

These cases highlight how intentional onboarding, focused on communication, recognition, and professional growth, can help organizations improve employee engagement and keep teams motivated. Leaders who invest in these strategies see not only higher employee satisfaction but also stronger business outcomes.