The Drawbacks of Buffet-Style Onboarding Process

onboarding experience


Onboarding is a complex and vast process that has several ongoing parts. Too frequently, organizations make the mistake of introducing those parts to new joiners initially, which leads to an overwhelming situation.

It may seem to show off these great things when you present the whole training course and modules, but do you know what new employees see while doing this? Mainly, it is like you are saying, “here, we have these great resources and technology, but we don’t have the time to help you to understand the best training program for your requirements. So you are on your own.” 

Employee retention is directly proportional to their experience of onboarding. For better retention among new hires, you need the right learning management system. Get the Lessonly allows personalized training to streamline growth and drive accurate results. 

It sounds unsatisfactory to a new employee when you try to prove that your company is worth being part of. It helps more if your actions speak for it. Suppose you hire people and give them free rein in their initial time in the organization. In that case, you are simply asking them to leave or fail, ultimately wasting everyone’s effort and valuable resources. 

Many organizations are on board with a more informed training experience for new employees, and with the excellent result in quality, employee retention, and overall boost. 

Employee needs a roadmap

When people don’t have a reliable and dedicated training program during the onboarding and hiring process, you are not providing your employee the best resources to upskill their performance in the company. 

It is intimidating to start afresh. If you expect new hires to take a self approach, they might fail in the training as you expected. Some might leave as well. Others may take a lot of time to train. Because of your hand-off approach, few may slip through the cracks with all the wrong knowledge along the way. 

The intention behind the training

What is the intention behind the training? Best to break down the purpose and goals that you might have for your new employees. List down the things you expect and thrive to achieve. 

Then you can move forward with training new employees with the required tools and information they need to attain the necessary skills that you want them to have. 

If you don’t train them with intention, you are simply expecting them to assume what you expect from them without communicating it. This doesn’t present a positive tone. 

Design a training program with clear goals, stages, and benchmarks. Talk to new employees, get to know them, and give a gist of how onboarding in your company works. 

Incorporate social engagement 

How well the existing team welcomes new hires sets the standard for their role in your company. 

Suppose you hire many employees but never indulge in employee engagement activities and build personal relationship development among team members. You should not be amazed when those employees switch their organization or get confused in the onboarding training. 

Offering a connection for new employees allows them to get comfortable in the organization’s working environment, and it can make a difference for everyone, existing employees and new joiners.

Ensure that you are not too occupied or too pushy about forcing social engagement, but that you give them ample chances to new employees. They can feel welcomed and feel like a part of the company since their first day. 

When new employees feel they belong, they will have an easier time catching up with their roles and staying committed to your company. 


When new employees feel welcomed and get the best onboarding experience, they stay committed for the longest time to your company. Onboarding is a complicated and costly process. You don’t need to risk your training turnover or employee burnout.