I’ve had the opportunity to design onboarding programs and learning experiences that help new hires feel welcomed, supported, and ready to contribute. No matter the market, how we bring people into an organization makes a difference. A strong start builds confidence, connection, and momentum. That begins well before day one. Even in today’s employer-driven market, onboarding remains a vital part of the employee experience. While companies may have more control over hiring, the need to create a strong start for new employees has not changed. Onboarding does more than check off compliance boxes. It shapes how new hires perceive the organization and sets the stage for long-term performance and engagement.
The onboarding journey begins as soon as the offer is accepted. The period between acceptance and the first day often feels like a honeymoon phase, filled with anticipation and perhaps a little of anxiety. This window offers a valuable opportunity to welcome the new hire, reinforce their decision, and begin building a sense of belonging.
New hires want to feel prepared, appreciated, and connected from the beginning. Thoughtful communication during the preemployment period helps reduce uncertainty and builds trust. When a company engages early and consistently, the transition becomes smoother and more positive. Strong onboarding leads to faster productivity, higher engagement, and better retention. In contrast, a weak onboarding experience can cause confusion, delay progress, and result in early turnover.
Three Must-Haves for Successful Onboarding
1. Personal and Timely Communication
Reach out soon after the offer is accepted. A message from the manager, a welcome note from the team, or a simple overview of what to expect during the first week shows preparation and care. Providing access to key resources up front builds confidence and signals that the new hire is supported.
2. A Structured 90-Day Plan
Give new hires a clear roadmap for their first three months. Include learning objectives, role-specific training, and scheduled check-ins. Managers should create space for two-way feedback, clarify expectations, and help the new employee understand how their work connects to broader team and company goals.
3. Reinforcement of Mission, Vision, and Values
Help the new hire understand the larger purpose behind their role. Introduce the organization’s mission, vision, and values in a way that connects to their responsibilities. When employees see how their work contributes to something meaningful, they feel more invested. Early alignment with organizational direction builds purpose, motivation, and pride.
Onboarding Reflects Your Commitment
Throughout my career, I have designed and led onboarding programs that do more than check boxes. From building corporate universities to crafting preboarding experiences that reflect culture and purpose, I have seen the impact of doing onboarding right. In any market, onboarding offers a unique chance to show who you are as an employer. A clear and thoughtful process sends a powerful message about your values, your expectations, and your readiness to support success. When organizations invest in a meaningful onboarding experience, they create the conditions for stronger engagement, faster contribution, and longer-term retention.
Every new hire deserves a strong beginning. Make onboarding count.