Employee onboarding is still a struggle for many Nepali companies. New hire usually enter their first week not knowing what to expect, what their job is, and with a lot of paperwork. This is because onboarding is treated as a one-day “orientation”.
In Nepal’s competitive job market, especially in IT, startups, and growing SMEs, poor onboarding directly affects employee management and retention. When people don’t feel supported, they leave. It takes another week or even a month to replace the skilled hire.
The good news is that effective onboarding isn’t costly. It just needs clarity, planning, and a well-structured step-by-step approach.
What is Employee Onboarding?
An employee onboarding program is the structured process of guiding new staff from the moment they accept the offer till they become productive, confident, and integrated into the workforce.
It is not a simple employee induction where they are just formally introduced. While induction focuses on paperwork and basic introductions, the employee onboarding process focuses on making a smooth and supportive onboarding experience. This helps new hire understand their role, team, and overall work culture.
Goals of onboarding in Nepali Companies
For Nepali companies, the objective of the onboarding program is to help new hires:
- Understand their role and responsibilities.
- Adjust to the work culture.
- Build early relationships with the manager and team members.
- Get clarity on performance expectations.
- Feel welcomed and encouraged from day one.
In short, an onboarding strategy helps new employees transition smoothly and confidently into a new environment.
Why Onboarding Matters in the Nepali Workplace
Effective onboarding is a crucial part of Nepal’s changing job market. Employees are switching roles quicker, especially in sectors like IT, finance, and hospitality. A weak onboarding process leads to early turnover, low confidence, and poor productivity.
Key Reasons onboarding matters
- In Nepal, new hires usually leave within 30-90 days due to unclear expectations.
- Lack of role clarity affects performance and engagement.
- Poor onboarding increases hiring costs and delays the process.
Nepali Workplace Culture Factors That Affect Onboarding
- New hires hesitate to ask questions due to hierarchical structures
- Family-like office culture requires guidance to understand unwritten rules.
- Respectful greetings, seniority, and workplace etiquette shape first impressions.
Impact on Retention and Productivity
- Better onboarding improves employee confidence
- Help new hires connect with workplace culture
- Boosts employee engagement, loyalty, and long-term retention
- Makes new staff productive quicker
Stage 1: Pre-Onboarding Preparation
Pre-onboarding ( also known as pre-boarding) starts right after the job offer is accepted. This stage enables new employees to feel welcomed and confident before their first day.
What Pre-Onboarding Should Cover
- Define onboarding goals for the new hire
- Prepare documentation and contracts
- Assign a mentor or buddy
- Set up IT systems, email access, and software tools
- Prepare workstation or remote setup
- Share key company culture materials
- Introduce the HR contact person
- Add them to WhatsApp, Viber, or Discord groups if relevant
Sample Welcome Email Template (Nepal-focused)
Here is an email template to welcome new recruits before their first day. This will help them to be prepared for their first day at work.
Pre-Boarding Checklist for Nepali Companies
- Send a welcome email
- Share the offer letter and contract
- Create an employee profile in the HR system
- Assign mentor/buddy
- Inform the team about the new hire
- Set up workstation and IT access
- Share the employee handbook and policies
- Add to communication channels
- Prepare first-day schedule
- Ready orientation slides and materials
Stage 2: First Day Experience
The first day sets the tone for the entire employee onboarding experience. For new hires to feel accepted, confident, and informed of the work that is coming up, a well-planned first day is crucial. At most Nepali companies, new workers usually get lost on their first day at work due to limited guidance.
What the First Day Should Include
- A warm welcome at the reception or office door
- Short orientation meeting covering company policies
- Introduction to the manager and immediate team
- Etiquette and norms of communication at the workplace
- Company tour (office layout, facilities, meeting rooms)
- Setting up workstations and login access
- Q&A session to address doubts
With a good first day, the confidence will improve, and the new hires will be less uncomfortable.
First-Day Essentials for Remote or Hybrid Teams
- Introduction with the team on video
- Virtual tour or walkthrough of the office system.
- Good guidelines for timekeeping, communication and reporting.
- Checklist of required tools and software access
Stage 3: Training and Knowledge Sharing
In the first week, new employees begin to understand how the company works. A structured plan helps them learn, grow, and make a smooth transition to their new role.
What should this stage focus on
- Role responsibilities and daily tasks
- Training on job-relevant tools
- Process guidelines and workflow overview
- Product or service training, especially for IT and service-based companies
- Introduction to communication channels and reporting patterns
Using E-Learning and Digital Tools
Many Nepali IT companies, BPOs, and startups use online training platforms. These include:
- Internal LMS (Learning Management System)
- Google Classroom or Notion documentation
- Pre-recorded training videos
- SOPs and workflow checklists
Stage 4: Social and Cultural Integration
Employees in Nepal need some time to get used to the new team dynamics, communication style, and general workplace culture, in addition to training and tasks. Social and cultural integration ensures a smooth transition, improving engagement and long-term retention.
Key Focus Areas for Social Integration in Nepal
- Building trust with teammates
- Understanding the company’s values, purpose, and mission
- Promoting cross-team collaborations
- Including new employees in group activities
- Clarifying communication patterns and workplace expectations
Introducing Company Values and Culture
- What your company stands for
- Hw decisions are made
- How teamwork is practised
- How success is measured
Stage 5: Feedback and Follow-Up
A good onboarding program doesn’t end in the first week you need a well structured plan. The first 90 days are important to set your employees up for success. Regular feedback and consistent follow-up ensure employee retention.
Key Elements of a Strong Follow-Up Process
- Set clear KPIs and performance expectations
- Review progress regularly
- Give recommendations on how to improve
- Support positive behaviour
- Collect feedback on their onboarding experience
Tools and Software for Nepali Companies
Technology can streamline the process of employee onboarding. Many businesses in Nepal still rely on manual processes, creating a poor onboarding experience.
Even small tools can improve onboarding, documentation, communication, and training. Using the right tools can simplify onboarding for SMEs, IT companies, and growing startups and improve employee experience.
HR Software Commonly Used in Nepal
- HroNepal / eHorizon / IMS HRM: Popular local HR systems used by SMEs.
- Discord / WhatsApp / Microsoft Teams: Communications & Collaboration tools
- Notion / Google Classroom: Training & Knowledge-Sharing Tools
- Jibble / Hubstaff / Trello: Attendance & Productivity Tools
Why Technology Matters in the Nepali Context
- Reduces paperwork and saves time
- Helps new employees feel more organized
- Minimizes confusion, especially in SMEs with limited structure
- Improves communication across departments
- Supports remote onboarding for IT and BPO teams
- Ensures every new employee receives the same onboarding information
More detailed guide on recruitment tools and software:
Recruitment Tools and Software for Nepali Businesses (2026)
Role of HR in Employee Onboarding
HR is crucial in developing the first impression and the experience of onboarding. HR in Nepali firms tends to act as an intermediary between the leadership, managers, and the new staff, which in turn affects the ease with which the onboarding process becomes.
Key Responsibilities of HR in Onboarding
- Prepare all required documents (Offer letters, Contracts, policy files)
- Guide new employees on hr policies and procedures, including attendance, leave, workplace etiquette, and compliance.
- Create a warm experience through welcome emails, introductions, and orientation.
- Assign mentors or buddies, especially in SMEs or IT teams where new hires need quick support.
- Conduct training sessions for systems, tools, and internal workflows.
- Conduct regular check-ins to identify concerns early and ensure a smooth adjustment.
- Maintain feedback loops, collecting insights to improve the onboarding process continually.
Onboarding Best Practices for Nepali Companies
Every company’s onboarding process may differ, but certain practices will help new staff be welcomed, confident, and aligned from day one. These practices are especially useful for Nepali SMEs, IT companies, and startups where employees often join with limited clarity.
- Start with pre-boarding
Share key documents, access details, and the timetable before they join. - Use a buddy system
Have a team member mentor the new hire in areas of work, culture, and communication. - Share a CEO or founder message
A short welcome note helps new employees feel valued and connected. - Provide a clear 30-60-90 day plan
Gives the new hire an idea of what to concentrate on at every stage. - Digital onboarding
Use tools like Notion, Zoho, Google Workspace, or Slack for consistency and clarity. - Conduct cultural alignment sessions
Discuss company values, styles of communication, etiquette, and expectations. - Set early performance goals
Give clarity on Key Performance Indicators, tasks, and responsibilities. - Encourage two-way feedback
Ask the new employee how they are doing and what they need. - Make a structured training plan
Break training into stages instead of overwhelming the employee on day one.
Get guidance on the best recruitment practices:
Best Recruitment Practices for Nepalese Employers
Common Onboarding Mistakes in Nepal
Nepali companies unwillingly complicate the onboarding process of new employees. These errors may decrease morale, slack performance, and turnover. increase early turnover. These problems can be recognized and removed to create a more efficient onboarding process, which will be more professional.
- No structured onboarding plan
- Focusing only on retention
- Lack of documentation
- No clear reporting structure
- Overloading the new employee
- Ignoring cultural fit
- No follow-up or check-ins
- No feedback system
Also, learn about recruitment mistakes:
Recruitment Mistakes in Nepal: How Companies Can Improve Their Hiring
How Strong Onboarding Improves Employee Retention
The most effective approach to minimize employee turnover in Nepali businesses is through effective onboarding. New employees are likely to remain and develop in the company when they feel that they are supported at the beginning of their employment. On the other hand, unclear onboarding often accelerates resignations.
Why Good Onboarding Improves Retention
- Builds a sense of belonging
- Provides clarity on roles
- Enhances workplace relationships
- Improves engagement from the start
- Reduces early-stage turnover
- Helps employees see growth opportunities
Get a better guide on: How Nepali companies can reduce employee turnover
Final Thoughts: Building a Strong Onboarding Culture in Nepal
An effective onboarding process does not have to be a complex one. It is all about clarity, consistency, and care. New employees will feel that they were well supported during the initial stages when the Nepali companies plan pre-boarding, prepare for the first day in advance, provide them with structured training, and follow up.
Effective onboarding results in faster productivity, improved engagement, and retention. Simple steps like assigning a buddy, sharing clear expectations, and checking in during the first 90 days can make a big difference.
In short, onboarding is not a one-day orientation. It’s a step-by-step journey that helps new hires understand their role, connect with the team, and feel confident in their new workplace. Companies that invest in this process create a healthier workplace culture and stronger teams.
FAQs
What are the 5 C’s of employee onboarding?
Clarity, Compliance, Culture, Connection, and Check-In are the 5 C’s of employee onboarding.
How long should an effective onboarding process take?
A complete onboarding process should last 30–90 days
How involved should managers be in the onboarding process?
Managers should lead role clarity, training, weekly check-ins, and 30–60–90 day goal planning.
How can SMEs improve onboarding without big budgets?
Use simple tools, assign buddies, standardize checklists, and create repeatable templates.
How can onboarding strengthen employer branding?
Smooth onboarding process shows professionalism and encourages positive word-of-mouth among candidates.
