India’s IT sector is one of the fastest-growing in the world, yet it continues to face a persistent challenge: high employee turnover. For mid-sized firms, especially, the loss of talent within the first few months of employment can be both costly and disruptive. Research consistently shows that poor onboarding experiences are a major driver of early exits, leaving companies to repeat the expensive cycle of recruiting, training, and replacing employees.
Onboarding, however, is far more than a routine checklist of forms and orientation sessions. It is the first real impression an organization makes, setting the tone for workplace culture, trust, and long-term commitment. A thoughtfully designed onboarding program has the power to transform new hires into engaged contributors who feel connected to their teams and aligned with organizational goals.
Drawing on her seven years of experience supporting mid-sized IT firms in Pune, India, HR executive Jimisha Avlani offers practical insights into how onboarding can be used as a culture-setting tool. Her perspective underscores a critical truth: when executed well, onboarding directly influences employee retention, engagement, and performance, making it one of the most strategic investments a company can make, especially in India’s fast-evolving tech landscape.
Why Onboarding Fails in Many IT Firms
Despite recognizing the importance of welcoming new employees, many IT firms still fall short when it comes to onboarding. A common pitfall is information overload—new hires are often inundated with policies, presentations, and technical training in a short span, leaving them overwhelmed rather than empowered. Another challenge is the lack of personalization. Standardized programs fail to address the diverse backgrounds, roles, and career stages of employees, creating a disconnect between what is offered and what individuals actually need.
Equally damaging is the absence of follow-up once orientation is complete. Without ongoing support, feedback, or mentorship, employees can feel adrift after their first week. This reflects a broader “checklist mentality,” where onboarding is treated as a one-time task instead of a sustained engagement process. Add to this the frequent cultural mismatches—rigid policies that clash with modern employee expectations—and the result is diminished trust, lower morale, and higher attrition.
Key Elements of an Onboarding Program That Works
An effective onboarding program goes beyond orientation day—it begins before a new hire even sets foot in the office and continues well into their first year. Pre-onboarding is a crucial but often overlooked stage. Simple steps such as sending a welcome email, sharing a brief outline of what to expect on the first day, or mailing a thoughtfully prepared welcome kit can ease first-day anxiety. Ensuring that paperwork is completed in advance allows employees to focus on connecting with their team instead of being bogged down by forms.
“Onboarding should feel less like a transaction and more like the beginning of a relationship,” says Jimisha Avlani. “When new hires see that the company has prepared for them, listens to them, and invests in their growth from day one, they’re far more likely to stay engaged and committed.”
The structured orientation that follows should strike a balance between culture and clarity. Introducing company values, mission, and goals alongside clear role expectations helps employees understand both the “why” and the “how” of their work. This alignment early on creates a sense of belonging and purpose.
To deepen connections, many successful firms adopt mentorship or buddy systems, pairing new employees with experienced colleagues who can answer questions, offer guidance, and provide a human touch during the transition period. This relationship fosters trust and helps employees integrate more quickly into the team dynamic.
Equally important is role-specific training. While technical onboarding equips employees with the hard skills they need, cultural orientation ensures they also grasp the nuances of collaboration, communication, and workplace norms. The balance between these two components is essential for helping employees perform confidently while also feeling culturally aligned.
Finally, no onboarding program is complete without feedback loops. Early check-ins at the one-week, one-month, and three-month marks create opportunities to gauge employee sentiment, identify pain points, and make improvements to the process. These conversations also demonstrate that the organization values the employee’s voice, reinforcing engagement from the start.
When these elements—pre-onboarding, orientation, mentorship, role training, and feedback—are integrated into a cohesive system, onboarding evolves into a strategic tool that not only welcomes employees but also retains and empowers them.
Case Examples from Mid-Sized IT Firms
The impact of effective onboarding is best illustrated through real-world examples. One Pune-based IT services firm faced high attrition within the first three months of hiring, with nearly one in four employees leaving before they had fully integrated. By introducing a structured onboarding program—complete with pre-joining communication, buddy systems, and scheduled check-ins—the company reduced its 90-day attrition by 25% within a single year. The program not only improved retention but also shortened the time it took for employees to reach full productivity.
Another mid-sized consulting firm with global clients adopted a blended orientation model that combined in-person sessions with digital learning modules. This approach allowed them to maintain agility while scaling rapidly across multiple locations. Employees praised the clarity of role expectations and the early introduction to company values, which helped them feel connected even in hybrid work environments.
These examples highlight that structured onboarding does not mean rigidity. In fact, when thoughtfully designed, onboarding provides consistency without stifling flexibility. For mid-sized firms navigating growth, such programs create stability during expansion while preserving the collaborative, people-first culture that often defines their success.
Empathy and Inclusivity in Onboarding
While processes and policies form the backbone of onboarding, it is empathy and inclusivity that give the experience real meaning. New employees are often navigating uncertainty—adjusting to unfamiliar systems, building new relationships, and trying to prove themselves quickly. Acknowledging these challenges through small but intentional gestures can set the tone for a supportive culture.
Empathetic onboarding starts with listening. Inviting new hires to share their expectations, concerns, or personal circumstances demonstrates that the organization values them as individuals, not just as resources. For example, managers who schedule one-on-one conversations during the first month can uncover unique needs and provide guidance tailored to the individual.
“Empathy in onboarding doesn’t require grand gestures,” explains Jimisha Avlani. “It’s often the small acts of listening, adapting, and showing consideration that make new employees feel they truly belong.”
Inclusivity is equally essential. Women in tech, early-career hires, and employees working in hybrid roles may require distinct forms of support. Flexible scheduling for parents, mentorship opportunities for underrepresented groups, and accessible training formats are all practices that make onboarding more equitable. Even something as simple as peer-written welcome notes or diverse representation in training materials reinforces a sense of belonging.
When empathy and inclusivity are woven into onboarding, employees begin their journey feeling respected, heard, and supported. This emotional connection strengthens trust, boosts morale, and lays the foundation for long-term engagement.
Measuring Success & ROI
A well-designed onboarding program should not only feel supportive but also deliver measurable results. For HR leaders, tracking the right metrics ensures that onboarding is viewed as a strategic investment rather than an administrative task. One of the most important indicators is retention within the first 90 to 180 days, as early departures are often linked to poor integration experiences. Improvements in these numbers provide clear evidence of impact.
Beyond retention, employee engagement scores gathered through surveys or pulse checks can capture how connected new hires feel to their roles and the company culture. Monitoring time-to-productivity—the length of time it takes for employees to contribute at full capacity—also offers valuable insight into the efficiency of onboarding efforts.
From a financial perspective, reducing turnover and shortening ramp-up times directly lowers recruitment and training costs, while improving morale has a ripple effect on overall team performance. For mid-sized IT firms in particular, where resources are often stretched, the return on investment can be significant.
Ultimately, measuring success is about closing the loop: gathering feedback, making adjustments, and continuously improving. By tying onboarding outcomes to retention, engagement, and performance, organizations can demonstrate its real value to leadership.
Onboarding is far more than a procedural step at the start of employment—it is the foundation upon which lasting relationships between employees and organizations are built. In India’s dynamic IT sector, where talent mobility is high and competition fierce, the difference between disengagement and long-term commitment often begins on Day One.
“Onboarding isn’t about checklists—it’s about creating clarity, connection, and confidence from the very first interaction,” says Jimisha Avlani. “When employees feel seen and supported on day one, they are far more likely to grow with the company instead of looking elsewhere.”
For mid-sized firms especially, thoughtful onboarding offers a dual benefit: it strengthens employee loyalty while supporting organizational growth without sacrificing agility. By viewing onboarding as a culture-setting tool, HR leaders can transform it into one of the most powerful drivers of retention, engagement, and performance.
