Onboarding new employees is a challenge that every company must face. A recent survey shows how companies are implementing their onboarding in 2019 – and what problems they are experiencing. We summarize the three most important results.
Sometimes a handshake already determines how the relationship between two people develops. Between companies and their employees, onboarding takes over this function: The first impression! Onboarding affects several levels of the employee-company relationship:
Professional integration into the workspace and processes
Personal well-being and first contact with new colleagues
Emotional commitment to corporate goals
The Onboarding Survey 2019 (free download at Haufe) shows that there is room for improvement in onboarding in many companies – and at several key points at once. An overview of the three most important findings:
Own illustration: Companies hardly provide onboarding budgets and rarely use digital tools – those responsible see great potential for improvement.
(1) Hardly any budgets available for onboarding
In theory, the picture is still highly positive: Over 90% of HR managers believe that professional and social integration is improved or accelerated by their onboarding. More than half of those surveyed are also convinced that better onboarding can reduce terminations in the first year of employment.
In practice, however, it becomes clear that corporate strategies often save on the important induction process: Just 12% of companies allocate a budget for onboarding.
Snippet from own illustration: Very few companies provide budgets for onboarding processes.
A critical result, since good onboarding involves costs both in planning and in implementation: The working hours of HR managers are just one factor of many.
(2) Onboarding is rarely digitally supported
The lack of budget for onboarding processes could be one reason why digitalization has not yet arrived in employee integration: 88% of companies still rely on analogue processes without digital tools in 2019.
Snippet from own illustration: 9 out of 10 companies do not use digital tools for onboarding processes.
Interestingly, this number corresponds exactly to the percentage of companies without onboarding budgets. A connection can only be assumed here. It is indisputable that digital tools cause costs that must be planned for in the company – at the same time, however, tools save time (and consequently money).
(3) Those responsible see potential for improvement
The results of the survey regarding budgets and tools are sobering: Problems with the funding and implementation of onboarding measures are apparent on a large scale. However, those responsible for HR are obviously very much aware of these problems: 77% of respondents see potential for improvement in their own onboarding.
Snippet from own illustration: A majority of HR managers see potential for improvement in their own onboarding.
The previous results clearly show where companies must start to improve their onboarding:
Companies must support their onboarding better! This also means providing dedicated budgets for processes that help with employee integration and retention.
Companies must rely more heavily on digital tools for their onboarding! These tools relieve those responsible, improve the learning effect for new employees, and thus speed up integration.
A simple solution for digital onboarding
Perhaps you recognize these results from your own company – there is a lack of money and support for integrating new employees. A possible solution for you and your employees is called Blended Onboarding – induction through a mix of online courses and face-to-face sessions.
We at blink.it have been using this method for all new employees for years – with great success! You can find out how you can also implement Blended Onboarding in your company in the free guide: Blended Onboarding in Companies.
Frequently Asked Questions
Why is onboarding so important for companies?
Good onboarding supports new employees professionally, socially, and emotionally when starting at the company. This increases orientation, motivation, and long-term employee retention.
What is meant by Blended Onboarding?
Blended onboarding combines face-to-face induction with digital learning formats such as online courses or knowledge platforms. This allows information to be conveyed efficiently while strengthening personal contacts.
Why do many companies have problems with onboarding?
Often, there are no clear budgets, structured processes, or digital tools for integration. As a result, onboarding is frequently organized on the side instead of being strategically planned.
What advantages do digital tools offer in onboarding?
Digital tools facilitate the structured provision of information and learning content. New employees can work through content flexibly, and those responsible save time on recurring integration processes.
Updated on 05/08/2026
