It doesn't have to be hard. And it can be part of their job to provide feedback on and make specific contributions to maintain the onboarding experience. For e

It doesn't have to be hard. And it can be part of their job to provide feedback on and make specific contributions to maintain the onboarding experience. For example, if important dev env setup documentation is wrong and needs an update--that person should make the change or put in the change request to fix it, and follow-up. It should be no different from finding a bug in code. The same goes for realizing key organizational or engineering patterns are going unexplained or are not explained in enough detail. One of the key things to include is an onboarding buddy. Microsoft shared research showing the impact of an onboarding buddy: https://hbr.org/2019/06/every-new-employee-needs-an-onboarding-buddy https://hbr.org/2019/06/every-new-employee-needs-an-onboardi... There are many other articles and research studies showing that onboarding is critical to reducing the amount of time it takes a new employee to be effective and has serious implications for retention. How to make it smoother in tech? One could do some research and come up with your own thing. Or you could just check out the articles and resources Gergely Orosz has put together. I have seen a number of companies basically ignore onboarding and the new employee experience. When they have succeeded it was in spite of this--not because of it.