Most individuals encounter entering a work environment at some point in their lives, where proper onboarding is essential for successfully performing tasks. The onboarding process, which begins even before the first working day, significantly influences employees’ adjustment, socialization, acquisition of key information, and the formation of their first impression of the organization, its culture, and expectations. The purpose of the research was to examine how the quality of onboarding affects employees’ job satisfaction and engagement.
The research was conducted in a selected organization using a survey method. A questionnaire was used to collect information on employees’ onboarding experiences, satisfaction, engagement, and perceived differences based on age, gender, and work experience. It was found that onboarding is often insufficiently structured. Only basic information is provided, while personal support, feedback, and a clear presentation of goals and values are frequently lacking. The results showed that younger employees are more motivated but receive less support, while older employees are more satisfied but less engaged. Employees with less work experience were identified as the most vulnerable to deficiencies in the onboarding process.
It is recommended that the onboarding process be extended and adapted for employees, ensuring more direct contact with mentors and supervisors, as well as the introduction of regular feedback. In this way, the onboarding process would positively influence employee satisfaction and engagement at work.
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