In today’s job market, shaped by a shortage of skilled workers and rising expectations, the period between signing the contract and the first working day – known as “preboarding” – is becoming increasingly important. Long notice periods in particular pose risks that can be significantly reduced through preboarding. Regardless of this, structured onboarding remains essential: according to the 2022 Softgarden study, 18 percent of all new employees resign within the first 100 days due to poor onboarding.
The 2023 onboarding study by Haufe shows that 36 percent of the companies surveyed recorded resignations between contract signing and the start of work. Some companies have already implemented preboarding measures, yet early turnover remains an issue – especially among mid-sized businesses.
Effective preboarding measures:
The main focus should be on preparing your new employee and getting them excited about their new role. Carefully timed touchpoints are key.
Effective preboarding strategies strengthen the emotional connection new employees feel toward the company at a very early stage. Here are a few examples:
- Answering questions before they arise (FAQs, checklists, etc.)
- Personalised welcome emails or personalised intro videos
- Welcome gifts
- Invitations to company events (after-work gatherings, summer parties, team events, …)
- Introducing a “preboarding buddy” as a mentor / internal contact person
These measures create enthusiasm for the new work environment and nip any poaching attempts in the bud. And they provide reassurance regarding the decision made – an enormous value in uncertain times!
Professional preboarding therefore strengthens employee retention, increases identification with the company culture, and reduces early turnover. A strong preboarding process can significantly reduce costs and sustainably boost the motivation of new employees.