By Mark Murphy
Onboarding is Talent Acquisition’s (TA) and HR’s best opportunity to make a lasting impression on new hires—and too often, it’s a missed one. To be sure, some companies ace the process, but overall, myriad surveys find significant issues, including one in four new hires have cried within their first week on the job; nearly one-third of those who quit early report receiving little to no onboarding; only one in ten employees think their employer has done a great job bringing them onboard.
Among the problems with onboarding programs is one that’s easy to fix, and it concerns the language you speak. I’m not talking about English, Spanish, French, etc., rather it’s the language of Human Resources. Much of onboarding is crafted in HR’s preferred communication styles, while the audience—employees from diverse departments like IT, Marketing, or Sales—might need something entirely different.
The Four Communication Styles—and Why They Matter
Research from one million takers of Leadership IQ’s communication styles test shows that people fall into four primary communication styles, each influencing how they process information, respond to instructions, and engage with others:
Analytical Communicators prioritize data and logic. They value precision and want hard facts, measurable goals, and confident expertise.
Intuitive Communicators focus on the big picture. They avoid details, preferring broad overviews and quick conclusions that get straight to the point.
Functional Communicators thrive on structure and process. They excel when there’s a clear, step-by-step plan and nothing gets overlooked.
Personal Communicators value emotional connections and relationships. They engage through feelings and collaboration, seeking harmony and interpersonal understanding.
Most HR professionals lean toward the Personal and Functional styles, which makes sense—they are often relationship-focused and process-driven. However, the onboarding audience is typically a mix of all four styles. That’s where the disconnect happens.
Step 1: Identify Communication Styles Before Day One
The first rule of great onboarding is to know your audience. Don’t wait until the first day to figure out how your new hires like to communicate. Incorporate questions into pre-hire surveys or interviews to assess their preferences:
Do they ask for detailed instructions or quick summaries?
Are they more interested in data, process, or people?
What helps them feel most prepared for success?
For example, an Analytical communicator might say they want data-driven explanations, while an Intuitive communicator could emphasize wanting to understand the big picture. This insight can help you tailor the onboarding process before the employee even starts.
Step 2: Blend Styles to Engage Everyone
Onboarding programs often default to a one-size-fits-all approach, which can alienate those whose communication preferences aren’t addressed. Instead, aim to include all four styles in every session or module. Here’s how:
Start with the Big Picture (Intuitive): Provide a high-level overview of the company’s mission, vision, and goals. Use visual aids like infographics to keep the presentation concise and engaging.
Provide Data and Metrics (Analytical): Follow up with hard facts, such as key performance indicators, market data, or department-specific achievements. This will give analytical communicators the precision they crave.
Outline the Process (Functional): Share a detailed agenda, breaking onboarding into manageable steps with clear timelines and deliverables. Functional communicators need to see the roadmap.
Foster Relationships (Personal): Include icebreakers, introductions, or team-building activities. Personal communicators will feel more engaged when they connect emotionally with others
By addressing all four styles, you ensure that no one feels left out or disengaged.
Step 3: Tailor Individual Interactions
While group sessions should blend styles, one-on-one interactions are an opportunity to customize fully. Active listening is key. Pay attention to what your new hires ask for:
Analytical communicators will ask for specifics, such as, “Where’s the data on this?” or “What’s the measurable outcome?”
Intuitive communicators will focus on big-picture questions, like, “How does this role tie into the company’s overall goals?”
Functional communicators will want clarity on the process: “What are the next steps, and when are they due?”
Personal communicators will inquire about relationships, asking, “Who will I work with most closely?” or “How does this fit with team goals?”
Listening to their needs allows you to adjust your communication style on the spot, ensuring your message resonates.
Step 4: Iterate and Adjust
Onboarding doesn’t stop after the first week. Pay attention to how new hires are responding. If an Analytical communicator looks disengaged, provide more data. If an Intuitive communicator seems restless, cut unnecessary details and get to the point.
Functional communicators will appreciate updates on progress and steps, while Personal communicators may need more relational touchpoints.
The Payoff: Better Engagement, Better Retention
When HR leaders incorporate communication styles into onboarding, they signal to new hires that individuality matters. Employees feel seen, heard, and understood, creating a foundation for trust and engagement.
Onboarding isn’t about HR’s comfort zone—it’s about what works for the employee. It’s not about what you say—it’s about what they hear. And when employees feel their unique communication style is understood, they’re far more likely to stay, thrive, and contribute to the company’s success.
So, TA and HR leaders, take the test, know your style, and then make the conscious choice to step into your employees’ world. It might just make the difference between onboarding that feels like a chore and onboarding that inspires.
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