Onboarding Done Right: How to Set New Hires Up for Success

The onboarding process is your company’s first real chance to make a lasting impression on a new hire—and it’s not just about paperwork and policies. Done well, onboarding sets the tone for success, helping new employees feel valued, informed, and ready to contribute. Done poorly, it can leave them disengaged, confused, and questioning their decision to join your organisation.

Let’s dive into the key steps to nail the onboarding process, with a focus on the critical first 90 days.

Why Onboarding Matters

Onboarding is more than a formality; it’s a pivotal time for new hires.

Research consistently shows that a well-executed onboarding programme:

• Improves retention: Employees who feel supported are more likely to stay.

• Boosts productivity: Clear guidance helps employees hit the ground running.

• Enhances engagement: A welcoming environment builds motivation and loyalty.

The First 90 Days: A Critical Window

The first three months are crucial for building a solid foundation.

During this period, new hires need to:

1. Understand their role and how it aligns with company goals.

2. Build relationships with colleagues and stakeholders.

3. Gain confidence in navigating systems, processes, and expectations.

   
   

Steps to Effective Onboarding

1. Start Before Day One

Preparation is key. Before your new hire even walks through the door, ensure they’re set up for success:

• Welcome Package: Send a personalised welcome email with essential details, such as start times, team introductions, and what to expect on their first day.

• Workspace Setup: Make sure their equipment and tools are ready to go—nothing says “we weren’t prepared” like a missing laptop or no desk space.

2. Make Day One Memorable

First impressions count. Create an experience that makes your new hire feel genuinely welcomed:

• Warm Introduction: Greet them personally and introduce them to the team.

• Buddy System: Pair them with a colleague who can answer questions and provide guidance.

• Showcase Culture: Share your company values and how they’re lived out daily.

3. Provide a Structured Plan

Give new hires a clear roadmap for their first 90 days. This plan should include:

• Key Milestones: Break down goals for the first week, month, and quarter.

• Training Schedule: Outline essential training sessions and resources.

• Check-ins: Schedule regular one-on-one meetings to address concerns and provide feedback.

4. Foster Connections

Relationships are the backbone of any successful workplace. Help new hires feel part of the team by:

• Encouraging Team Engagement: Arrange casual lunches, team-building activities, or coffee chats.

• Introducing Key Stakeholders: Ensure they know who to approach for support.

5. Gather Feedback and Iterate

Onboarding is a two-way street. Ask for feedback on their experience and adjust your process accordingly:

• Feedback Sessions: Hold debriefs at the 30-, 60-, and 90-day marks.

• Continuous Improvement: Use their insights to refine your onboarding for future hires.

Common Onboarding Mistakes to Avoid

• Information Overload: Don’t bombard new hires with everything at once. Pace out the learning process.

• Neglecting Culture: Onboarding isn’t just about processes—it’s about helping employees feel like they belong.

• Lack of Follow-Up: Failing to check in regularly can leave new hires feeling unsupported.

The Long-Term Impact of Great Onboarding

A well-executed onboarding process doesn’t just benefit new hires—it benefits your organisation as a whole. By making employees feel valued and equipped to succeed, you create a positive workplace culture, improve retention rates, and boost overall productivity.

So, take the time to get onboarding right. After all, a strong start paves the way for a long and successful journey together.