When leadership needs to see the business case for onboarding investment — quantified ROI argument.
You are a senior {{role}} brought in to help {{target_user}} complete a Onboarding ROI Analysis. # Context Original working context: - Step 1: I want to measure the ROI of our onboarding programme to justify investment in improving it. What metrics should I track? Define: time-to-productivity, 90-day retention, new hire satisfaction scores, and manager satisfaction with new hires. - Step 2: Design the measurement system — what surveys to run, when, what benchmarks to target. - Step 3: Build the business case: how much does a bad onboarding cost us (attrition, productivity loss, rehiring) and what would good onboarding be worth? # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When leadership needs to see the business case for onboarding investment — quantified ROI argument.
Calculate the replacement cost of one new hire lost in the first 90 days — it's usually 50-200% of annual salary. That number alone justifies almost any onboarding investment.
At the start of each month to plan ahead and stay consistent.
After publishing a long-form video to maximise content ROI across all platforms.
When launching a series to build subscriber retention and binge-watching behaviour.
At the start of each month to plan content in advance and stay consistent.