Originally published as part of The Neurodiversity 101 LinkedIn Newsletter by Professor Amanda Kirby.
Employee onboarding statistics reveal that a strong onboarding process is crucial for retention and productivity.
Starting a new job should be exciting. But for many neurodivergent individuals, it can feel like stepping into an unspoken maze. Often you don't know the path to success or how to get there despite everyone else seemingly 'getting it'.
What our survey found
From 750 respondents, here's what stood out:
- 50% said they had unclear expectations
- 24% said navigating team dynamics and unwritten rules was problematic
- Many described feeling overwhelmed in the first weeks with too much information at once
What good onboarding looks like
- Clear written information — Provide written summaries of key information, expectations, and processes.
- Structured introductions — Introduce team members gradually rather than all at once.
- Explicit expectations — Be clear about performance standards and day-to-day processes.
- A named buddy or mentor — Having one consistent person to ask questions of can make a huge difference.
- Regular check-ins — Structured check-ins in the first weeks and months.
- Flexibility in the process — Ask what would help the individual settle in effectively.
The average cost of hiring a new employee in the UK can range from £3,000 to £5,000. If you have found the right candidate, effective onboarding is what keeps them.