Key Metrics to Assess Onboarding Efficiency


It’s essential to gauge how well your onboarding procedure is working; this might seem daunting, but it is extremely important. 36% of HR managers state that assessing onboarding efficiency is one of the biggest challenges they face with onboarding. 

Once you have determined the employee onboarding workflow, you must implement a system to track its effectiveness. This is important because the better your onboarding process is, the better the chances of the recruits staying. 

A study found that 64% of employees leave the new job within the first year if they have a negative onboarding experience. Creating a structured onboarding program can help improve employee engagement rates by assisting them to assimilate into the company’s culture and ethics quickly.

Thus, finding the most critical onboarding metrics to measure can help you create a better onboarding experience. These key metrics will assist you in identifying significant behavioral trends and learning how employees feel about your company. These results help you identify areas where your onboarding procedure should be strengthened to benefit the new hires and the organization as a whole. 

Here, Are The 3 Key Metrics to Assess Onboarding Effectiveness


Keep Track of Employee Happiness

There is no denying the fact that happy employees are productive employees. They are happy if they are satisfied and satisfied employees seldom leave. Therefore, measuring employees’ happiness should be your first step.

If you find they are unhappy, help the distressed employee. If the problem can be eliminated, make all the efforts in your power to resolve the matter. 

You have to take action sometimes to resolve the issue. For instance, one study showed that a company made a risky decision by dropping a client because he was making the entire team work on tight schedules and deadlines. It was overwhelming the team and affecting the happiness quotient.

Furthermore, you can even hold team meetings and activities to foster a healthy relationship between teammates and new employees. These measures motivate the new hires and give them the confidence that the company will act upon them if required.

  • Track Turnover

The HR department should keep an eye on employee turnover, whether voluntary or involuntary. An unexpected rise in employee turnover clearly indicates something is wrong, and you must take strict steps to identify what.

Voluntary Turnover measures the number of employees who leave the organization of their own wish. If this number is high or new hires are quitting the job within six months indicates there is something wrong with the hiring process, onboarding process, or employee experience.

Involuntary Turnover means the company has to fire the employees if they are not living up to their performance expectations or if the HR department feels the new candidates are better and bringing more value to the organization. 

While involuntary Turnover indicates recruitment problems, voluntary Turnover is more related to onboarding. You can control the dropout rate by assigning qualified mentors, helping the new candidates understand their goals and expectations better, and giving positive feedback for jobs done well. 

  • Observe who is quitting

Keeping track of which employees are leaving the organization is also extremely important, like being vigilant of the overall Turnover. If employees whom you consider your top talent and who positively impact the organization decide to leave, you must know the why behind it. Conduct exit surveys or hold impersonal meetings to determine the issue. 

If, however, your new hires’ turnover rate is more, then there is a need to improve your onboarding efficiency. Their answers can be extremely valuable in understanding the inefficiencies in your onboarding workflow. 

Some other ways to provide a positive onboarding experience to your new hires are:

  • Fostering a culture of open communication.
  • Helping them understand the career development opportunities they will get.
  • Providing personalized elements increases the happiness quotient and makes them feel appreciated.
  • Encouraging social connection programs.


You must create a positive work culture to attract and retain top-notch talent. You can do that by actually knowing what affects your employees in what manner. Measuring onboarding effectiveness with the metrics we discussed is a simple way to analyze issues that might be affecting efficiency. 

Once you know them, you can eliminate them and increase the effectiveness of your onboarding process.