Why Onboarding Matters More Than Ever
Onboarding’s primary role is to make the new employees visible and valuable. It’s there to change the feeling of confusion and chaos, with the sense of cooperation, compassion, creativity and confidence. Once correctly done, onboarding can make the difference between good and great companies.
The idea is for the employee not to go just through the documentation and technical procedures, but through building relationships from the very beginning. Feeling welcomed, supported and with a sense of purpose early on gives a thoughtful, human approach that makes new hires feel valued.
When a good employee onboarding process takes place, it builds trust and loyalty. It bridges the gap between your interview promises and their delivery later on. All this results in helping new employees feel they’ve made the right choice, so they can bring their best practices and best self to work, thus creating a company of owners.
Tip #1 – Start Onboarding Before Day One
A successful onboarding process starts way before the new hire steps into the office. We want to share one example of this approach. Having access to all these digital tools made us think, why not record a video of us in our offices, introducing ourselves and our workflow, showing the whereabouts of the amenities, and the people dedicated to guiding them through the onboarding program? Wrap that into a fine, welcoming email, and send it to the new colleague? The result: In their first week, they already established communication with everyone in the video, and were walking freely throughout the offices, because they used the email as a practical ice-breaker to start a talk with people on common themes.
Reducing the anxiety of a new job can move mountains and inspire greater employee engagement. Showcasing an organised workflow and organised employees also eliminates the uncertainty and ignites the trust-building process.
Key takeaway: A bit of effort before day one can lead to less stress among both parties later.
Tip #2 – First Impressions Set the Tone
This adage applies to all human relations. And the strong onboarding process isn’t an exception here. This tip is best described with examples from real-life stories. Starting with the negative one. For these purposes, let’s call it “The Chaotic Office”. Even on the video calls, the hiring manager was constantly interrupted while interviewing me. They even had to reschedule our last interview. I sensed that something was off track, but I needed a job then and turned a blind eye. The poor onboarding experience continued when I stepped into the office. The supposed new team members just walked by me, one even glanced at me with questions in her eyes, instead of a friendly, welcoming smile. My enthusiasm fell to its lowest when they introduced me to what was supposed to be my desk – a big pile of file folders with old documents…
On the other hand, right after this job, I got reminded about what a good onboarding process should look like. It needs nothing special, just a few signs of attention and appreciation: A handwritten welcome note, a mug with my name, and a team lunch organised for my first day.
Takeaway: Effective employee onboarding is done by respect and belonging.
Tip #3 – Set Clear Expectations and Provide Early Wins
Setting clear expectations is a job best done during the recruitment process. A precise job ad and a thorough job description can ease the hiring process, but also the onboarding process. Although it is not enough. Your new employees are bright, but they need a human approach, someone who can guide them and communicate their responsibilities and company policies verbally.
Early wins matter. They give the much-needed boost at the most suitable time: right at the beginning. You can achieve that by providing new hires with small, achievable tasks, so they can contribute quickly and thus build confidence during their first months. Celebrate their milestones, however small. It helps people feel valued and gives them momentum to tackle bigger challenges.
Tip #4 – Introduce Your Company Culture Naturally
Your company culture should be ever-present: even your remote employees should have a grip on what it needs to be a part of your team. Virtual onboarding can help this process, regular social media updates too, but what is most important is to “walk the talk” because company culture cannot be forced. It should be demonstrated through your actions. The senior leaders should be living and breathing examples of what the company stands for, so all the other employees can follow their way.
This supportive environment is enhanced by the informal support that makes new team members feel like an essential part of the whole picture, and not just a cog in the machine. Here we can also talk about regularly organising team-building activities or any out-of-work gatherings.
Tip #5 – Provide Continuous Support and Feedback
Employees’ onboarding experience can be heavily influenced by your line managers and your employees’ superiors. Regular check-ins, even weekly and definitively monthly, are necessary if you want them to be well-adapted to the environment and the job demands. Also, it gives you a chance to spot any issues early. Ask how they feel, what’s working well, and what can be improved, but also answer questions: always be open to honest feedback, as onboarding employees is a two-way street. If real-time check-in isn’t possible, create an onboarding report, which both of you can fill out.
Create a space for their psychological safety by encouraging a culture of open communication, active listening, and genuine respect for diverse perspectives, where people feel safe to ask questions, share ideas, admit mistakes, and challenge the status quo without fear of judgment or negative consequences.
How Long Should Onboarding Last?
An effective onboarding process takes at least three months. For more complex roles and higher positions, even more, because new starters need to truly find their feet. The key is to keep the support going, giving new hires time to settle in, build relationships, and get a grip on their roles. A good onboarding process produces more confident employees and increased productivity among team members.
Get Talent with Olive Recruit
We hope you’ve liked our employee onboarding tips and will make use of them as soon as possible. At Olive Recruit, we design onboarding experiences that are personal, practical, and proven to work. From pre-boarding to ongoing support, we help you start strong, so your new hires feel like part of the team from day one.
For more onboarding stories and practical tips, explore our blog posts:
How the onboarding process can help staff retention
How to ensure a smooth onboarding process
The candidate journey: stages and best practices
Let’s talk if you want to attract and keep the best talent. We’ll help you create an onboarding process that will show a positive change in your employees.
