LME 042 – Flawless Onboarding: How To Set New Hires Up For Success

Today, we’re diving into a topic that’s often overlooked but critically important for any organization: onboarding. Done right, onboarding can set the stage for long-term success and engagement. Done poorly, it can lead to confusion, frustration, and even employee turnover.

If you’ve ever thought, “I wish my new hires could hit the ground running faster,” this episode is for you.

Why Onboarding Matters

Here’s a statistic that might surprise you: companies with effective onboarding programs retain 91% of their first-year employees, while those with poor onboarding see up to 20% leave within the first 45 days.

Think about it. A well-structured onboarding process doesn’t just teach new hires what they need to know—it helps them feel welcome, supported, and aligned with your company’s culture and goals.

The Three Phases of Onboarding

To make onboarding effective, I recommend breaking it into three distinct phases:

  1. Before the First Day: Preparation

Onboarding starts long before the employee’s first day. This phase is all about preparation. Here’s what you can do:

  • Send a Welcome Package: Include a personalized letter, company swag, or a guide to what they can expect during their first week.
  • Set Up Their Workspace: If they’re remote, ensure they have the necessary equipment, access to systems, and clear instructions for setup.
  • Create a Schedule: Outline their first week, including training sessions, team introductions, and any immediate tasks.

Remember, the first impression matters. A disorganized start can make a new hire question their decision to join your team.

  1. The First Day: Connection

The goal of the first day is to make the new hire feel comfortable and connected. Here’s how:

  • Start with a Warm Welcome: Whether in person or remote, begin with a personal greeting. For example, have their manager or team send a short video or message to say, “We’re excited to have you join us!”
  • Introduce Them to the Team: Arrange a casual team lunch or virtual meet-and-greet to break the ice.
  • Share the Big Picture: Explain the company’s mission, vision, and values, and show how their role contributes to the organization’s goals.

  1. The First 90 Days: Integration

Onboarding doesn’t stop after the first day. The first 90 days are crucial for integration and long-term success:

  • Set Clear Expectations: Have a one-on-one meeting to define what success looks like in the first 30, 60, and 90 days.
  • Provide Training and Resources: Offer ongoing support to help them master their role. This could include mentorship, job shadowing, or online courses.
  • Schedule Regular Check-Ins: Weekly or bi-weekly meetings with their manager can address challenges, celebrate wins, and keep them engaged.

Common Onboarding Mistakes to Avoid

Even with the best intentions, onboarding can go wrong. Here are a few pitfalls to watch out for:

  1. Overloading New Hires: Bombarding them with information can overwhelm them. Instead, spread out training over time.
  2. Neglecting Culture: Skills are important, but culture fit matters too. Help new hires understand not just what to do, but how to do it in a way that aligns with your team’s values.
  3. Failing to Follow Up: Onboarding isn’t a one-and-done process. Regular feedback and check-ins ensure new hires feel supported.

A Checklist to Guide Your Onboarding Process

To make this process easier, I’ve created a free onboarding checklist that walks you through each step. It includes:

  • A pre-boarding preparation guide.
  • First-day essentials.
  • Key milestones for the first 30, 60, and 90 days.

You can download this checklist by clicking here.
It’s a simple tool to help you ensure every new hire has a smooth, engaging, and productive onboarding experience.

Closing Thoughts

Onboarding is your opportunity to make a lasting impression. It’s about more than just paperwork and training—it’s about building relationships, fostering trust, and setting new employees up for success. Remember, the effort you invest in onboarding today will pay dividends in productivity, morale, and retention down the road.