Starting a new job feels like a mix of excitement and uncertainty—kind of like the first day of school. There’s that thrill of new opportunities, but also a nervous energy that comes with stepping into the unknown.
Now, imagine showing up on day one and realizing no one was expecting you, your computer isn’t set up, and half the team doesn’t even know you’re joining. That’s the worst way to start.
On the employer’s side, onboarding isn’t just about handing out a company handbook and hoping for the best. It’s about making new hires feel welcome, prepared, and confident in their decision to join.
Companies that get it right create a smooth, engaging process that keeps employees excited and committed. Those that don’t? They risk losing people before they even get fully up to speed.
Before Day One: Laying the Groundwork
Onboarding begins long before your new employee’s first day. With thoughtful preparation, their first days can be seamless. This pre-onboarding checklist will help set the tone for a welcoming experience! https://t.co/A7KTJT4B0s
#Onboarding #HRSponsor: @bamboohr
— Human Resources Today (@hrposts) February 20, 2025
A fantastic first day doesn’t happen by accident—it’s planned well in advance. The biggest mistake employers make is waiting until an employee’s first morning to figure things out. Instead, preparation should start the moment they accept the offer.
A simple but powerful way to start is with a personalized welcome email. Not just a “See you Monday” message, but something warm and engaging from their manager or team. It should include:
Tech setup is another thing that should never be left to the last minute. No new hire wants to spend hours waiting for IT to give them access. Companies should have all accounts and systems ready to go, including:
Another underrated but highly effective strategy is assigning a work buddy. Every new employee, no matter how experienced, benefits from having someone they can casually turn to for quick questions, guidance, or just a friendly chat.
Then, there’s the paperwork. Filling out tax documents and benefits forms on day one can feel like a chore. The best companies get ahead of this by making everything digital and allowing employees to complete forms before they start.
The First Day: Setting the Right Tone
The moment an employee walks through the door (or logs in remotely), they’re forming opinions about their new workplace. A well-structured first day eliminates confusion, builds confidence, and makes them feel like they truly belong.
The last thing a new hire should experience is being left alone with no direction. Instead, companies should ensure:
Culture is another critical piece. New hires should feel connected to the company’s mission and values—not just handed a thick handbook they’ll never read. The best approach? A conversation that covers:
Of course, introductions to the team are essential. But instead of forcing an awkward “Tell us about yourself” moment, a better approach is a casual team lunch or a virtual coffee chat. People connect better in relaxed settings.
For in-office employees, a tour of the workspace is a must. Nobody wants to be the person wandering around lost, unsure where to grab a coffee or find the restroom. Remote employees should get a guided walkthrough of the digital tools and platforms they’ll use daily.
The First Week: Helping Them Settle In
@katiewelch Replying to @jwa242 what shoukd you do your first week at a new job? #careeradviceontiktok #beautycareer #firstdaybacktowork #corporatetiktok ♬ Bad Habit – Steve Lacy
By now, the initial excitement might be wearing off, and reality sets in. There’s a lot to learn, and without structure, employees can start feeling lost or overwhelmed. The first week should focus on providing clarity, confidence, and opportunities for early wins.
One of the best ways to do this is by giving them something small but meaningful to accomplish. Instead of waiting weeks for formal projects, managers should assign:
Regular check-ins are also crucial during this phase. Not in a micromanaging way, but as a way to offer support. A quick daily or midweek chat to answer questions and provide guidance goes a long way in easing any anxieties.
At the same time, relationships need to continue developing. New hires should meet with key people they’ll be working with, including:
The First Month: Building Momentum
By now, the new hire should be past the “Where do I find things?” stage and moving toward real contributions. But the onboarding process isn’t over yet. The focus now shifts to deepening engagement and setting them up for long-term success.
One of the biggest mistakes companies make is assuming employees will figure out everything on their own. Instead, they should provide access to:
Feedback is a two-way street at this point. Employees should receive guidance on their performance, but also be encouraged to share their own experiences. Employers should ask:
Defining clear short-term goals is also key. Managers should sit down with employees to outline 30-60-90-day expectations. This ensures they have a roadmap for success without feeling overwhelmed.
Beyond Three Months: Strengthening Retention
At this stage, they should no longer feel like “the new person.” Now, the focus shifts toward continued growth, engagement, and career development.
Employees are far more likely to stay with a company that invests in their future. To keep them engaged, companies should:
A sense of belonging is equally important. Social connections play a huge role in retention, so employers should encourage participation in:
No onboarding process is perfect, and continuous improvement is key. Asking for honest feedback on what worked and what didn’t helps refine the experience for future hires.
Onboarding Never Stops
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Onboarding isn’t just about the first week or even the first month—it’s an ongoing process. The best companies treat it as an investment in their people, creating an experience that makes employees feel valued, motivated, and excited about their future.
A solid onboarding experience builds stronger teams, reduces turnover, and sets employees up for long-term success. It’s not just about getting people in the door—it’s about making sure they want to stay.