The Hidden Cost of Bad Onboarding (And How to Get It Right)
Release Date: 02/25/2025
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info_outlineHiring a great candidate is one thing. Keeping them engaged, productive, and committed? That’s where most companies fall apart. 24% of new hires quit within weeks when onboarding is a mess. But when it’s done right, 69% stay for at least three years.
In this episode, Manja Horner, founder of Boost LD, breaks down how to create an onboarding experience that:
✅ Eliminates Day One Confusion – So new hires don’t feel like an afterthought.
✅ Builds Instant Team Chemistry – Without forced, cringeworthy team-building exercises.
✅ Filters Out Bad Fits Early – Before you waste months training the wrong person.
✅ Gets Employees Contributing Fast – Because a long orientation doesn’t pay the bills.
This isn’t another fluffy HR discussion. It’s a deep dive into how construction leaders can get new hires up to speed faster, improve retention, and avoid costly hiring mistakes.
Key Takeaways
1. Most Companies Get Onboarding Wrong (Here’s Why)
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They don’t have a structured plan.
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New hires arrive to zero direction—no mentor, no schedule, no sense of belonging.
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The unspoken rule is: Figure it out yourself. (Which leads to expensive turnover.)
2. How to Create an Onboarding Process That Actually Works
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Pre-boarding starts before Day One – A welcome email, a checklist, and clear expectations prevent awkward first impressions.
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The First Day Focus:
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A proper welcome from leadership (not just HR).
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A mentor or peer buddy—not just the boss.
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A walk-through of “unwritten rules” (break times, expectations, team norms).
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The First Week:
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Start with job-relevant tasks—don’t just drown them in paperwork.
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Introduce key players and give context on why their role matters.
3. The 30, 60, 90-Day Reality Check
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Hiring mistakes happen—but they shouldn’t take a year to fix.
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How to structure the first three months to evaluate if a new hire is really a fit.
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The DCOM Framework for diagnosing performance issues:
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Direction – Did they get clear instructions?
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Competence – Do they have the skills?
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Obstacles – Are there barriers stopping them?
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Motivation – Do they even want to be there?
4. When to Show a New Leader the Hard Truth
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Every company has problems—how soon should you expose them to a new hire?
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Balancing cultural immersion with immediate strategic involvement.
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How to leverage their fresh perspective before they become “just another employee.”
5. What to Do When a New Hire Replaces a Popular Leader
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Navigating team loyalty. If the previous boss was loved, the new one has an uphill battle.
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Identifying the “informal leader” in the team—and turning them into an ally.
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Why trust-building must come before hard changes.
6. The Fastest Way to Get a New Hire Up to Speed (Even in a Technical Role)
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Capturing deep expertise before senior employees leave.
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The Camcorder Method: Using video documentation for faster knowledge transfer.
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Why hiring someone without technical knowledge requires intentional training.
Guest: Manja Horner
📍 Founder, Boost LD – Specializing in HR and training solutions for skilled trades.
🔗 Website: boostld.com
Connect win Manja on Instagram: @manja_horner
📥 Free Resource: Click this link and download the Onboarding Checklist: https://share.hsforms.com/17JmdisCfRBCjt4UQStu_ugs8p18
Resources to Help You Win in Construction
📖 Construction Genius Book – No B.S., practical, hands-on leadership, strategy, sales, and marketing advice for construction companies. Click this link to buy the book on Amazon: https://www.amazon.com/Construction-Genius-Effective-Hands-Leadership/dp/B0BHTRDY1T/
🎯 The Shift: Move from Project Builder to People Leader – Master the leadership skills you need to succeed in construction. Click this link to learn more and enroll: https://theshift.constructiongenius.com/
☎️ Book a 10-Minute Call with Eric Anderton – If you want to discuss how I can help you coach your leaders, let’s connect. Book a 10-minute conversation here: https://10minutes.youcanbook.me/
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