From Quiet Quitting to Quiet Thriving : How Onboarding Sets the Tone

The workplace buzzword of the moment, “quiet quitting,” has HR professionals and managers scrambling for solutions to disengagement. But what if the key to solving this issue lies at the very beginning of an employee’s journey? Onboarding—often overlooked—plays a critical role in either setting the stage for quiet quitting or fostering “quiet thriving,” where employees excel with purpose and engagement.

This article dives into the connection between onboarding and long-term employee success, backed by data and actionable strategies.

Understanding Quiet Quitting vs. Quiet Thriving

Quiet Quitting Defined: Quiet quitting isn’t about employees leaving their jobs but rather about doing the bare minimum required. It’s a symptom of disengagement—employees feel disconnected from their work and workplace culture.

Quiet Thriving Explained: Quiet thriving, on the other hand, occurs when employees proactively find purpose, meaning, and engagement in their work. They go above and beyond, not because they’re forced to, but because they’re motivated by their connection to the organization.

What makes the difference between these two states? Often, it’s how well employees are set up for success during onboarding.

The Science of First Impressions: Why Onboarding Matters

Research shows that employees form lasting impressions of their workplace within the first 90 days. According to a study by Glassdoor, organizations with strong onboarding processes improve employee retention by 82% and productivity by over 70%.

When onboarding is done right, it:

• Creates a sense of belonging.
• Clarifies job expectations and goals.
• Builds confidence in the role.
• Introduces employees to the company culture authentically.

Conversely, ineffective onboarding leaves employees feeling isolated, confused, and undervalued—fertile ground for quiet quitting.

How Poor Onboarding Fuels Disengagement

1. Lack of Clarity Employees who don’t understand their role or how their work contributes to the organization’s goals often feel disconnected. Ambiguity breeds disengagement.

2. Minimal Social Integration Workplace relationships are a significant predictor of employee satisfaction. Yet, many onboarding programs fail to foster meaningful connections, leaving employees feeling isolated.

3. Overwhelming Processes Dumping too much information at once can overwhelm new hires, leading to frustration and burnout before they even settle into their roles.

4. Ignoring Feedback When organizations don’t gather or act on feedback during onboarding, it signals to employees that their voices don’t matter.

Strategies to Foster Quiet Thriving Through Onboarding

1. Prioritize Personalization Every employee is unique. Tailor the onboarding process to individual needs and learning styles. For instance:

• Use role-specific training paths.
• Incorporate gamified learning platforms that adapt to individual progress.

2. Emphasize Culture and Belonging Introduce new hires to your company’s mission, values, and team culture early and often. Simple practices like assigning mentors or organizing team introductions can foster a sense of belonging.

3. Clarify Expectations Early Set clear, measurable goals for the first 30, 60, and 90 days. Providing a roadmap helps employees understand their role and how they contribute to the company’s success.

4. Make Onboarding Continuous Onboarding shouldn’t end after week one. Extend the process over the first 3-6 months, incorporating:

• Ongoing check-ins with managers.
• Opportunities for upskilling.
• Regular feedback loops.

5. Leverage Technology Digital tools like learning management systems (LMS) and collaborative platforms streamline the onboarding process, ensuring consistency while enhancing engagement.

Real-World Success Stories

HubSpot: A Culture-First Approach HubSpot prioritizes culture during onboarding by immersing new hires in its values and mission. Employees participate in interactive sessions that connect them with colleagues across departments. This strategy has earned HubSpot a spot on numerous “Best Places to Work” lists.

Zappos: Onboarding with Purpose Zappos famously integrates its company culture into onboarding. New hires undergo an intensive training program, complete with shadowing opportunities and team-building activities. Employees who don’t feel aligned with the culture are even offered money to leave—a bold move that ensures only engaged employees stay.

Microsoft: Continuous Onboarding for Long-Term Success Microsoft extends onboarding beyond the first week with a 90-day program that includes regular check-ins, mentorship, and opportunities for skill-building. This structured yet flexible approach has resulted in higher retention rates and stronger employee satisfaction.

Conclusion

Quiet quitting is a challenge, but it’s not an inevitability. Organizations that prioritize thoughtful, personalized onboarding can flip the script, transforming disengagement into quiet thriving. By investing in the first impressions and experiences of your employees, you’re not just onboarding them—you’re setting the stage for long-term success.

Ready to Build Thriving Teams? Let’s explore how NowEdge can help you design onboarding programs that inspire engagement and drive results. Connect with us today to take the first step toward building a thriving workforce.