Why Onboarding Will Define Retention Success in Vietnam in 2026

This article is written in English for readers in Vietnam. Vietnamese and Japanese translations are available on our website. 

Why Onboarding Matters More Than Ever in Vietnam in 2026

In Vietnam’s increasingly competitive labour market, hiring the right talent is only half the challenge. Keeping them is where many organisations struggle.

In 2026, employee turnover is less about salary alone and more about early experience, clarity, and support. Many resignations occur within the first six months, often because expectations set during hiring do not match the reality of the role or workplace.

As companies adopt leaner hiring strategies after Tết, onboarding has become one of the most critical levers for improving retention, engagement, and performance.

What Effective Onboarding Looks Like Today

Onboarding in Vietnam has traditionally focused on administrative setup and basic orientation. In 2026, this approach is no longer sufficient.

Effective onboarding now goes beyond paperwork and introductions. It provides new hires with:

• Clear understanding of their role and responsibilities

• Early alignment with performance expectations

• Access to the right tools, systems, and stakeholders

• Guidance on company culture and working norms

Employers that invest in structured onboarding are seeing faster ramp-up times and lower early attrition.

The 30–60–90 Framework: A Practical Retention Tool

One of the most effective onboarding approaches in 2026 is the 30–60–90 framework, which breaks the early employment period into clear phases.

First 30 days: Foundation

• Role clarity and expectations

• Understanding team structure and workflows

• Basic system and process familiarity

• Regular check-ins with managers

Next 60 days: Contribution

• Taking ownership of core responsibilities

• Deeper collaboration with stakeholders

• Early performance feedback

• Skills gap identification

By 90 days: Integration

• Independent task ownership

• Alignment with performance metrics

• Confidence in role scope

• Clear development and progression discussion

This framework helps both employers and employees stay aligned during the most critical phase of the employment lifecycle.

Why Poor Onboarding Leads to Early Attrition

In Vietnam, many early resignations are not caused by dissatisfaction with the company, but by uncertainty and misalignment.

Common onboarding gaps include:

• Vague role expectations

• Limited manager engagement

• Lack of feedback during the first three months

• Cultural or communication misunderstandings

When these issues are not addressed early, employees may disengage quietly before deciding to leave.

How Candidate Expectations Have Shifted

In 2026, professionals in Vietnam are more vocal about what they expect from employers.

New hires increasingly value:

• Clear goals from day one

• Structured guidance rather than ad-hoc support

• Regular feedback and communication

• Visibility into growth and learning opportunities

Onboarding has become a signal of how seriously a company values its people. A weak onboarding experience can quickly erode trust and motivation.

What Employers in Vietnam Should Prepare For

Retention success in 2026 starts well before performance reviews or engagement surveys.

Employers should:

• Design onboarding as a structured journey, not a one-day event

• Train managers to play an active role in onboarding

• Use the 30–60–90 framework to set clear milestones

• Check in regularly during the first six months

Companies that prioritise onboarding are seeing stronger engagement, faster productivity, and reduced turnover costs.

How Reeracoen Vietnam Supports Onboarding and Retention

Reeracoen Vietnam works closely with employers to improve retention outcomes through better hiring and onboarding alignment.

We support companies by:

• Advising on realistic role scoping and expectations

• Aligning candidate profiles with team culture and leadership style

• Sharing market insights on onboarding and retention trends

• Supporting long-term workforce planning

Our goal is to help employers build teams that stay, grow, and perform.

Frequently Asked Questions (FAQ)

1. Why is onboarding so important for retention in Vietnam?

Because most early resignations happen within the first six months due to misalignment or lack of clarity.

2. Is the 30–60–90 framework suitable for all roles?

Yes. It can be adapted for junior, mid-level, and managerial roles across industries.

3. Who should own the onboarding process?

HR provides structure, but direct managers play the most important role in execution.

4. How long should onboarding last?

Onboarding should be treated as a 90-day process, with continued support up to six months.

5. Does strong onboarding really reduce turnover?

Yes. Companies with structured onboarding consistently report higher retention and engagement.

✅ Final Author Credit

• By Valerie Ong (Regional Marketing Manager)

• Published by Reeracoen Vietnam — a leading recruitment agency in APAC.

🔗 Related Articles

• Vietnam Hiring Outlook 2026: Skills, Sectors, and Salary Signals

• Post-Tet Hiring Trends: What Vietnam Employers Are Seeing in 2026

• Inclusive Hiring in Vietnam: Building Fair and Sustainable Teams

📚 References

• Reeracoen Vietnam Salary Guide 2025

• Vietnam labour market data and employment statistics from the General Statistics Office (GSO)

• Hiring and market insights from Reeracoen Vietnam

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