The principles of onboarding can be applied to people in different work situations. Those joining at a more senior level, who find their efforts more visible and can feel exposed if they take time to acclimatise to their new roles. The majority of managers who leave early will cite either a poor grasp of how their new organisation works or a mismatch with organisational culture and difficulty in forming relationships with peers and stakeholders, as the main reasons for their lack of success.
Similarly, new working models, and modern approaches to talent management, mean that individual teams and functions will have people joining either from another part of the business (which may operate in a different way) or as contingent workers who will be there for a specific project with a defined outcome. Whatever the reasons behind their moves, everyone starting a new role in a business needs the kind of support that comes with onboarding.