Getting someone hired is much more than simply issuing them a laptop and showing them to their desk. Onboarding successfully is an intentional process that determines the experience of an employee within your business. It is a matter of providing them what they need in order to thrive, getting them familiar with the culture of your company, and letting them know how highly the team values them. Companies with a formal onboarding process enjoy a retention rate of 82% higher and improved productivity by over 70%. This is how to get onboarding right.
Preparation for Arrival
Onboarding starts way before the first day of the new employee. Preparation helps create the right first impression. Get the employee's workspace, equipment, and any accounts or systems that the employee will require ready. These little things project professionalism and care. Brief the team too about the new employee. Informing them which position they would be stepping into and what duties lie ahead helps to welcome the atmosphere to the new individual and makes them blend in as a team successfully.
The Welcome Day
A first impression is said to be counted. The welcoming day should be warm and open. A personal, warm welcome with considerate touches, such as a welcome note or branded company swag, makes the new employee feel appreciated from the beginning. Plan an introduction to the team to have them meeting and greeting their new colleagues earlier rather than later. Clear expectations are also crucial early on. Walk them through their job, near-term priorities, and long-term goals. This blend of warmth and clarity gets new hires off to a running start.
Building Momentum in the First Week
Week one is immersion. It is most important when delivering comprehensive training sessions about their job so that they will feel competent and ready to perform. Equally important is exposing them to your company values and culture. New hires must get familiar with the company's purpose and how their role supports broader goals. Including new hires in ongoing team-building efforts and relaxed check-ins also will foster a sense of belonging and remove tension during early days.
First Month Goals and Feedback
After one month, your new hire will feel part of their department and job. Having clear, actionable objectives set early maintains momentum. Having regular one-on-one meetings with the manager during the month provides feedback opportunities so that the employee can recognize areas of difficulty while feeling secure in areas of competence. This emphasis on professional growth demonstrates your commitment to their growth and builds a connection between employee and manager.
Continuous Support for Long-Term Success
Onboarding is not something that happens all at once and concludes after one month. Aftercare is still needed to continuously motivate and retain employees. Engage in transparent communication so that the problems are already being solved in advance. Schedule regular checkups to gauge the employee's satisfaction and development on a long-term basis. For example, do they have all their login details? Access to all accounts? The contact details of your Google Ads agency, as an example? Encouraging feedback culture serves both the new worker and the business, as well, since the latter maximizes its onboarding process every single time.
Why a Structured Onboarding Process Matters
Investing in a defined onboarding process pays dividends in retention, productivity, and company morale. It establishes a foundation of trust, understanding, and belonging that results in long-term success. HR professionals and business leaders who prioritize onboarding set the stage for more effective teams and a more aligned workforce. Start reimagining your onboarding process today to make each hire feel like part of your company's future.