The power of onboarding done right

You only get one shot at a first impression – and in HR, that’s your onboarding process. A half-baked onboarding programme can make new hires feel lost, undervalued, and even question why they joined in the first place. On the flip side, a great onboarding experience sets the stage for engagement, productivity, and loyalty.

Here’s how to nail it and get your new hires off to a flying start:

1. Start before day one

Onboarding doesn’t begin on someone’s first day – it starts the moment they accept the offer. Sending a welcome email with all the details they’ll need (start time, dress code, schedule) shows you’ve got your act together.

Go one step further by adding a personal touch:

• A quick call from their manager to say “we’re excited to have you on board!”

• A welcome pack delivered to their door – think company merch, a handwritten note, or a helpful guide.

📅 Pro tip: Schedule their first few weeks in advance. Nothing’s worse than showing up and having no clue what’s going on.

2. Create a killer first day

The first day is your chance to make someone feel at home. Start with a warm welcome – have their manager or buddy ready to greet them (and please don’t make them sit in reception waiting awkwardly).

Set them up for success:

• Give them the tools they need – laptop, logins, key contacts.

• Walk them through the team structure and how things get done.

• Don’t overload them. A mix of meetings, orientation, and downtime works best.

💡 Nice touch: Take them out for a team lunch or coffee. People connect over food – it’s science.

3. Build connections

New hires don’t just need to understand their role – they need to feel part of the team. Help them build relationships early on:

• Assign a buddy who can answer questions and show them the ropes.

• Introduce them to people they’ll work closely with.

• Include them in team rituals like stand-ups or Friday catch-ups.

👋 Quick tip: Icebreakers aren’t just for school camps. Kick off meetings with fun questions to get people talking but don’t make them too complex or cringe.

4. Set clear expectations

Ambiguity is a motivation killer. Your new hires need to know what’s expected of them and how their work fits into the bigger picture.

• Talk about key goals for their first 90 days.

• Share what “success” looks like in their role.

• Be upfront about company values, policies, and ways of working.

🌟 Pro tip: Ask about their expectations too. What do they want from the role? How do they like to be supported?

5. Make onboarding a journey, not a sprint

A lot of companies treat onboarding as a one-day or one-week event, but the truth is it takes time for someone to fully settle in. Extend your onboarding process over 3–6 months to ensure new hires feel supported as they ramp up.

Key check-ins to include:

• End of week 1: “How’s it going so far? Anything you need?”

• After 30 days: “What’s going well? What could be clearer?”

• At 90 days: “How are you feeling? What’s next?”

The payoff

When you invest in onboarding, you’re not just ticking boxes – you’re building trust, confidence, and loyalty from the get-go. Employees who feel supported and valued are more likely to stick around, perform well, and shout your praises to others.

💪 Remember: A strong onboarding process isn’t fluff – it’s a smart, strategic move for both your people and your business.