Mastering Onboarding: Setting your employees up for success
It’s not a new sport, nor an SAS torture technique – so, what is it?
The term ‘onboarding’ may sound like a modern corporate buzzword, but it has been around since the 1970s. It is the process of integrating new employees into a company and equipping them with the necessary knowledge, skills, and behaviours to become effective team members.
You may also hear it referred to as:
✅ Employee integration
✅ Induction programme
✅ New hire experience
✅New start timeline
✅ Employee orientation
✅ Talent immersion
✅ Workplace familiarisation
✅ Success ramp-up
✅ Launch programme
✅ First 90 days programme
Whatever name you give it, a well-structured onboarding process is crucial in ensuring employees feel welcomed, supported, able and ready to contribute.
Onboarding is a journey, not an event
Many businesses mistakenly view onboarding as a single event—typically the first day of meetings and introductions. However, successful onboarding starts the moment a candidate accepts an offer and continues well beyond their first day.
Neglecting onboarding is a false economy. Assuming that “they’ll figure it out” can lead to frustration, disengagement, and ultimately, high turnover. A smart business understands that its employees are central to success, and investing in them early pays off in retention, productivity, and company culture.
Before Day One: The crucial pre-start period
📌 Communication is key – Assign a point of contact to handle queries about contracts, parking, lunch arrangements, dress code, and location. No one should turn up to the wrong office or be left waiting at reception.
📌 IT & equipment ready – Ensure laptops, email access, mobile phones, and company cars (if applicable) are set up. A first day spent waiting for IT access is frustrating and avoidable.
📌 Smooth resignation process – Keep in touch during the notice period, helping to ease concerns and prepare them for potential counteroffers.
📌 Pre-start socials – Invite them to an informal event like a team lunch to help them feel part of the company before day one.
📌 Company overview – Provide a digital guide outlining key customers, stakeholders, culture, and team members (complete with photos and fun facts).
The First Few Weeks: Creating a supportive experience
📌 Assign a mentor – A friendly face who can answer “silly” questions and provide guidance. Even senior hires need help navigating phone systems!
📌 Set attainable goals – Give new employees direction with clear, actionable tasks that help them achieve small wins early on.
📌 Regular One-to-Ones – Scheduled check-ins help address concerns, track progress, and reinforce expectations.
📌 Cross-department shadowing – Understanding how different teams operate helps employees build relationships and navigate the business effectively.
📌 FAQ guide – Compile a document with common new starter questions to save time and ensure consistency.
📌 Authentic first impressions – Everyone they meet should embody the company’s values and culture, reinforcing that they’ve joined the right place.
📌 Pace it right – Avoid cramming everything into the first day or two. Onboarding should be a structured, yet natural process.
The cost of poor onboarding?
According to the CIPD (Spring 2024), the UK’s average staff turnover rate is 16%, varying by industry. Hubstaff reports that 22% of staff turnover happens within the first 45 days. Additionally, 1 in 10 employees leave within a year. Studies consistently show that companies with strong onboarding programmes outperform their competitors in retention, engagement, and revenue growth.
The evidence is clear, investing in a well-thought-out onboarding experience leads to happier, more productive employees who stay longer. So how can you get it right?
A tale of two first days
John’s experience
John arrives at reception. No one is expecting him. After an awkward handshake and puzzled looks, someone finally scrambles to find his manager. He spends the morning waiting for IT to set up his computer. His first interaction since accepting the job has been chaotic. Already, he’s questioning his decision.
Jenny’s experience
Jenny receives a warm welcome email before her start date. Her mentor, Ali, meets her at reception. She’s taken on a building tour, introduced to key teams, and given a welcome pack with everything she needs. Her desk is set up, her logins work, and her team has even signed a welcome card. By lunchtime, she feels part of the company and is excited about her future.
Which company would you rather work for?
“From Yes to Desk” – A new perspective
A phrase gaining traction is “From Yes to Desk”—the crucial period from job offer acceptance to the first day. Managing this transition well ensures new hires feel valued, prepared, and eager to start.
Some companies take this even further:
• New employees receive company-branded gifts (water bottles, notebooks, T-shirts, pens) before starting.
• Seating is strategically planned so they sit near key colleagues.
• First-day breakfast with the department head sets the tone.
• A structured training plan starts immediately.
While not every company needs to go to these lengths, a well thought out onboarding process makes all the difference in employee satisfaction and retention.
Final thoughts.
Onboarding isn’t just about administration and introductions—it’s about making employees feel valued, empowered, and ready to contribute from day one. A great onboarding experience leads to happier employees, stronger teams, and better business performance.
So, what steps will you take to improve your onboarding process?
#HR #Onboarding #EmployeeExperience #WorkplaceCulture
