Let’s be honest—starting a new job is nerve-wracking. It’s like the first day of school, but instead of worrying about where to sit at lunch, your new hire is wondering if they’ll understand the coffee machine, remember anyone’s name, or accidentally reply-all to the entire company on their first day (we’ve all been there).
Onboarding isn’t just about handing over a laptop and a stack of paperwork. It’s your chance to set the tone, create excitement, and make sure your new team member feels like they belong. Done well, it boosts engagement, improves retention, and helps new employees hit the ground running.
Here’s how to nail onboarding, keep it engaging, and make sure your new hire isn’t eyeing up the exit before their first pay cycle.
1. Onboarding Starts the Moment They Say ‘Yes’
So, you’ve found the perfect person for the job. They’ve signed the contract. Time to sit back and relax until Day 1, right? Maybe not. The period between offer acceptance and the first day is prime real estate for setting the right expectations and building excitement.
Imagine accepting a job offer, then hearing nothing for two weeks. It’s like texting someone after a great first date and getting... crickets. Not ideal. Instead, send a welcome email, introduce them to their future team, or even organise a casual coffee catch-up before they start.
2. Day 1 is NOT About Paperwork
Your new hire shouldn’t spend their entire first day locked in a meeting room drowning in forms, policies, and IT setups. (Nothing screams ‘run while you still can’ like a full day of admin.) Instead, focus on connection. Show them around, introduce them to their team, and let them settle in naturally. Remember a good first impression will last.
3. Loneliness is the Ultimate Engagement Killer
Remember the first day of school when you weren’t sure who to sit with at lunch? That feeling doesn’t magically disappear in adulthood. Your new hire wants to feel like they belong, and that doesn’t happen if they’re awkwardly eating a sandwich alone in the break room.
Building connection is key. Some businesses assign each new employee a ‘buddy’—a go-to person for lunch, casual chats, and answering those “I feel silly asking, but...” questions. Not only does it make things less daunting, but it also speeds up the settling-in process and builds friendships early on.
4. Be Prepared (No One Likes a Last-Minute Scramble)
There’s nothing worse than arriving at a new job, only to find that your desk isn’t set up, your laptop is missing, and your manager is scrambling to find a spare chair. It doesn’t exactly scream ‘we were excited for you to start.’
Simple fix: Be ready. Have their laptop, phone, uniform, and logins sorted before they walk through the door. A nationwide retail chain takes this up a notch by leaving a welcome pack on the new hire’s desk, complete with a name badge, company handbook, and a handwritten note from their manager. It’s a small touch, but it makes a big impact.
5. Onboarding is a Journey, Not a One-and-Done Event
Great onboarding doesn’t end after Day 1. It’s an ongoing process that should last weeks, even months, ensuring your new hire is fully integrated, supported, and thriving.
Ensure you add those reminders into your calendar for regular check-ins within their first year so that you can iron out any concerns they may have.
Final Thoughts: First Impressions Matter
Onboarding isn’t just a box to tick—it’s a make-or-break moment in the employee experience. Get it right, and you’ll have engaged, productive, and loyal employees. Get it wrong, and you might find yourself recruiting for the same role again in six months.
So, let’s make onboarding welcoming, engaging, and organised. New employees should walk into your business feeling confident they made the right decision—not wondering how soon they can update their LinkedIn again.
Ready to revamp your onboarding process? Need a hand creating a seamless experience for your new hires? Let’s chat! At Konnect Koncepts, we help businesses build strong teams—right from the start. Contact us today.