01
Pre-joining and documentation
Offer-to-joining contact, document collection, background verification coordination and system access requested before day one, not on it.
Fix the first ninety days and most of your attrition problem changes shape
A large share of early attrition is decided in week one, when a new joiner has no laptop, no clarity on what they own, and nobody to ask. Engagement surveys then measure the damage six months later and get filed as a morale issue.
In short
What is onboarding & engagement?
Employee onboarding and engagement is the discipline of getting new hires productive and connected quickly, then keeping the reasons people stay under active measurement. It covers pre-joining documentation, structured induction, role clarity, buddy and manager check-ins, engagement and pulse surveys, retention diagnostics and exit interviews. BridgePoint designs onboarding as a defined ninety-day journey with check-ins at day 1, day 7, day 30 and day 90, and reports engagement findings with named actions rather than scores alone.
What's included
What you actually get
Every item below is part of the standard engagement, not an upsell.
02
Structured induction
A first-week schedule covering organisation, function, compliance, POSH awareness and role expectations, with a named owner for each session.
03
Ninety-day journey
Defined check-ins at day 1, 7, 30 and 90, each with a question set and an escalation path when something is already going wrong.
04
Buddy and manager enablement
A buddy assigned before joining and a short briefing for the hiring manager, because most onboarding failure is manager bandwidth.
05
Engagement and pulse surveys
An annual or half-yearly engagement survey plus short pulse checks, run confidentially so the answers are worth reading.
06
Exit interviews and attrition analysis
Structured exit conversations conducted by an outside party, with quarterly attrition analysis by function, manager, tenure band and stated reason.
Scope
How engagements are shaped
One-time
Onboarding design
A documented onboarding journey, induction kit and checklist your team can run without us.
Ongoing
Managed onboarding
We run the joiner journey — documentation, induction coordination and the four check-ins — for every new hire.
Survey cycle
Engagement measurement
Survey design, confidential administration, analysis and a findings session with leadership.
6–12 months
Retention programme
Diagnostics, targeted interventions and quarterly tracking against a baseline attrition number.
Deliverables
- Documented onboarding journey with owners and day-wise checklist
- Induction kit, joiner documentation set and access request workflow
- Day 1, 7, 30 and 90 check-in reports with escalations flagged
- Engagement survey report with function-wise and tenure-wise cuts
- Exit interview summaries with themes, verbatim and severity read
- Quarterly attrition analysis against an agreed baseline
Scope and deliverables are confirmed in writing before work begins. If something here does not apply to your situation, we take it out rather than bill for it.
Process
How the work runs
01
Understand
A working session on what you actually need — the role, the mandate or the outcome. We put the brief in writing and you sign it off before work starts.
02
Plan
A scoped plan with owners, timelines and the numbers we will report against. If the brief is unrealistic on budget, market or timeline, we say so here.
03
Execute
Delivery against the plan, with a weekly written update whether or not there is good news. Silence is not a status report.
04
Review
Results measured against what we agreed at the start, with an honest read on what worked, what did not, and what we would change next cycle.
FAQ
Onboarding & Engagement — questions
Why does onboarding matter more than we think?
Because early exits are expensive and almost entirely avoidable. A joiner who spends week one without equipment, clarity or a named point of contact starts revisiting the offer they turned down. Onboarding is also the cheapest retention intervention available — it costs coordination time, not budget.
Will employees answer an engagement survey honestly?
More honestly when an external party administers it and responses cannot be traced to an individual. We report at team level with a minimum group size of five, so no single person's answer is identifiable, and we do not hand over raw response data.
Should exit interviews be run by HR or by an outsider?
An outsider gets more. People leaving rarely tell the HR team that reports to the manager they are leaving, and they almost never say it in writing. We conduct exit conversations separately and report themes with verbatim quotes stripped of identifying detail.
What is a normal attrition rate?
It depends entirely on sector and level — IT services and BPO run far higher than manufacturing or education. The useful number is not the headline rate but where the churn sits: attrition concentrated in the first six months, or under one manager, is a fixable problem with a specific owner.
Can you run engagement work without a big budget?
Yes. A short pulse survey of eight to ten questions, run quarterly with findings acted on visibly, beats an elaborate annual survey nobody follows up. The cost of engagement work is mostly leadership attention, and that is also what makes it work.
Related services
Often needed alongside this
Talk to us about onboarding & engagement
Tell us the situation and we will give you a straight read on scope, timeline and whether we are the right firm for it.