This is a big problem, because proper onboarding can improve employee retention by 82%, and overall productivity by 70%. So it’s in a business’s best interests to make sure they’re making a great first impression.

Tip 1: Don’t wait to start onboarding on Day 1

Onboarding shouldn’t wait until the new hire’s first official day – research by SHRM has shown that organisations that begin onboarding before Day 1 see an impressive 50% increase in new hire engagement.

Pre-boarding activities, such as sending welcome materials, introducing key resources, and even assigning light tasks, can help ease the transition into the company.

Tip 2: Create personalised onboarding plans

Not all employees are the same, and a one-size-fits-all onboarding plan often misses the mark.

Tailoring the onboarding process to fit each new hire’s unique needs - whether through customised training sessions, role-specific resources, or different approaches to learning and development - can significantly enhance the onboarding experience and outcomes.

According to CareerBuilder, of employees surveyed who experienced positive, targetted onboarding processes, 59% were more engaged at work and 46% were more confident in their role.

Tip 3: Use tech to streamline the process

Traditionally, “onboarding” has been seen as the process in which HR does its due diligence in making sure all official documents relating to an employee are where they need to be. In fact, research still indicates that over half of companies admit that they still put most of their focus on processes and paperwork when onboarding new hires.

And, if you don’t have the right tech set up, this can take much longer than it needs to. A report from CareerBuilder revealed that two out of five HR managers who don’t capture onboarding information electronically spend over three hours onboarding each new employee onto their systems.

Technology can significantly streamline the onboarding process by automating routine tasks, such as document submission, scheduling, and even basic training. You could also explore things like AI-driven tools that can provide insights into the progress of new hires, identifying areas where they might need additional support.

Saving time on these mundane tasks means you have more time to speak to your new hire, learn more about them, how they best work, and make them feel welcome – a win-win for everyone.

Tip 4: Assign a mentor or buddy within the company

Having a mentor or buddy within the company could make a world of difference for a new hire. This person should serve as a reliable go-to resource for questions, guidance, and support, helping the new employee navigate the company’s culture and expectations.

This support system is particularly valuable in hybrid or remote work environments, where new hires can otherwise feel isolated.

Tip 5: Introduce company culture early

Integrating new hires into the company culture should be a priority from the outset. Early exposure to the company’s values, mission, and day-to-day operations helps new employees align with the organisation’s culture, which is crucial for long-term success.

There’s even research to back this up – one study by Deloitte reported that organisations with a strong culture have 30%-50% higher engagement and retention rates than organisations with a weak culture.

Consider informal meetups, team lunches, or even cultural workshops to immerse new hires in the company’s environment.

Tip 6: Don’t keep your new hire in the dark

Clear and transparent communication is critical during the onboarding process.

Research by Effectory found employees who have clarity in their roles are 53% more efficient in their first few months.

New hires should know what to expect, including their roles, responsibilities, and the company’s expectations of them. This reduces uncertainty, builds confidence, and allows the new employee to focus on their work and integration into the team.

Tip 7: Incorporate feedback loops

According to Talmundo, over half of employers are unsure how to effectively monitor and evaluate the success of their current onboarding processes.

Onboarding is just as much about feeding information to your new hires as it is about listening to their experiences. Incorporating regular feedback loops helps identify any issues early on and allows for adjustments to be made, and this ongoing dialogue can make the onboarding process more effective and responsive to the needs of new hires.

Tip 8: Involve others

The onboarding process shouldn’t be limited to HR alone. Involve other team members, managers, and even senior leadership to provide a well-rounded introduction to the company. This collective involvement helps new hires feel more connected to the organisation and builds a sense of belonging from the start.

Tip 9: Celebrate early wins

Recognising and celebrating early achievements is a great way to boost morale and reinforce positive behaviours.

Studies by Reward Gateway found that over 70% of employees want their employers to do more to motivate them, in addition to finding that companies with a recognition culture have 31% lower employee turnover overall.

Noting these milestones, whether it’s completing a project or successfully integrating into the team, helps new hires feel valued and motivated to continue performing well.

Tip 10: Continuously improve the onboarding process

Finally, it’s important to think of onboarding as an ongoing, dynamic process.

Make sure you regularly set aside time to review and refine your onboarding practices based on both feedback and outcomes. This way you can catch issues early on and ensure that onboarding remains aligned with both the company’s goals and the needs of new employees.

And, it should go without saying – don’t drop the support and recognition as soon as the formal onboarding process is complete! A positive onboarding experience should be just one piece of the great company culture pie.

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