Connections Over Content: The Million-Dollar Shift in Onboarding Strategy

There’s a crucial piece that most onboarding programs are missing, and it’s not about the information you’re giving new hires. It’s about the connections you’re enabling them to make.

Peer connections, to be specific.

Over the past few months, I’ve been obsessed with understanding what really makes onboarding effective. I’ve poured over the research, analysed data from hundreds of companies, talked to HR and People leaders from startups to enterprises with 100’s of thousands of employees.

And I even built my own assessment tool (jump in, its free) to quantify the previously unquantifiable and identify the highest-impact practices.

Here’s what I’ve found: across industries, across company sizes, the onboarding programs that drive real results prioritise peer connection over information transfer. Plain and simple.

They recognise that the most important thing a new hire needs to be successful isn’t a handbook or a training video — it’s a network of supportive relationships within the organisation.

And the companies getting it right are seeing massive financial returns, saving millions by reducing turnover and boosting productivity — all thanks to the power of peer connections.

The data on this is striking. For example:

• Employees who participate in peer mentoring during onboarding have 20% higher performance ratings and are twice as likely to be promoted.
• In tech companies, onboarding programs with peer groups increase retention by 25% and performance by 12% over three years.
• For sales roles, peer-based onboarding boosts quota attainment by 25% and reduces turnover by 20%.

And the impact isn’t just short-term.

Longitudinal studies show that the strength of peer relationships formed during onboarding can shape career trajectories for years to come. One ten-year study found that early peer networks were a key predictor of long-term career success and satisfaction.

So why are peer connections so powerful? A few reasons:

First, they provide a source of contextual knowledge that formal training can’t replicate. When new hires connect with peers, they learn the unwritten rules, cultural norms, and insider tips that help them navigate the organisation effectively.

Second, peer relationships offer ongoing support and a safe space to ask questions. Rather than feeling isolated or afraid to admit confusion, new hires with strong peer networks have a built-in sounding board to help them through challenges.

Finally, peer connections create a sense of belonging and social capital from day one. They help new hires feel seen, valued, and integrated into the social fabric of the company, which is critical for engagement and retention.

But building strong peer connections doesn’t just happen. The companies seeing the best results are highly intentional about it.

They use strategies like:

• Creating highly curated groups of 4–6 hires and existing employees from day one.
• Providing structured discussion guides and activities to facilitate relationship-building
• Leveraging tech to enable efficient matching and communication at scale
• Continuing peer connection programs well beyond the first 90 days

The key is to make peer support a sustained, integral part of the onboarding experience, not just a one-time event.

Of course, for many companies, the biggest barrier to investing in peer-based onboarding is measurement. It’s much easier to track completion rates for training modules than to quantify the strength of an employee’s internal network.

But the leading companies are finding ways to do it.

They’re tracking things like participation in peer activities, speed to proficiency, manager satisfaction with new hire performance, and retention rates over time. They’re using network analysis to map the strength of relationships formed during onboarding. And they’re seeing powerful results.

For example, Microsoft found that new hires who met with onboarding buddies at least 8 times in their first 90 days were 56% more productive and 36% more satisfied with their jobs.

At LinkedIn, assigning new hires to peer groups drove a 25% increase in engagement scores.

The bottom line is this: if you’re serious about onboarding, you need to get serious about peer connection. It’s the most important driver of new hire success and long-term business impact.

That’s why I’ve developed a free assessment tool to help companies benchmark their onboarding programs and identify opportunities to strengthen peer support.

This is no basic onboarding ROI calculator. It’s a powerful tool that leverages extensive research and advanced data science to provide detailed ROI projections and benchmark your program against industry best practices.

Because at the end of the day, onboarding isn’t just about giving new hires information. It’s about giving them a community. A place to belong, to contribute, and to grow.

And that starts with investing in the power of peers.

Ready to see how your onboarding stacks up? Take the free assessment now at hiringroi.com.

In just a few minutes, you’ll get detailed insights and actionable strategies to help your new hires — and your business — thrive.