What's one step you've taken to improve employee onboarding and make new hires feel welcome? Share an example of how this improvement has impacted employee retention or engagement.

Question

Discover the key strategies to revolutionize employee onboarding, drawing on the wisdom of industry leaders. This article distills expert insights into practical steps that can enhance the onboarding journey for new hires. Delve into proven methods that foster engagement and streamline the integration process within any organization.

Mayank Singh · Answer

One of the steps that we've taken recently to better improve employee onboarding is providing new hires the opportunity to give feedback to our HR team via a short engagement survey. We ask them to complete this engagement survey at various points during the first couple of months of their employment in order to see if their feelings and attitudes have changed on any of the items we are asking them to rate (e.g., training, supervision, job responsibilities, acknowledgment of work, etc.). In addition, we also provide our new hires the opportunity to meet one-on-one with one of our HR Team members to further expand upon their survey ratings. Either completing the surveys or meeting one-on-one with HR is entirely optional. This is our most recent initiative but is only one segment of a multifaceted approach that we take in relation to our onboarding process. Early feedback has been very positive from our new hires, with many of them praising our organization's willingness and eagerness to listen to their voice, even though they have only been with the company for a short period of time. This initiative has made our new hires feel like they matter and are a vital part of the organization's work culture from the onset.

Aseem Jha · Answer

Driving Engagement and Retention through the Onboarding Buddy System
I implemented a more engaging and interactive experience through a buddy system to improve employee onboarding in my legal process outsourcing company.
In this system, each new hire is paired with a more experienced team member who guides them during their first few weeks. This mentor offers insights into both the technical and cultural aspects of the company.
For instance, a recent hire shared how their buddy made them feel comfortable right from the start by taking the time to explain processes and offering valuable personal tips for balancing work and life in a remote setting. This connection helped the new hire feel supported, leading to quicker adaptation and increased confidence in their role.
The results have been evident: this system has improved employee engagement and retention since new hires feel less isolated and more connected to the team, which enhances their long-term commitment and overall satisfaction.

Amaury Ponce · Answer

At Ponce Tree Services, one key improvement we've made to our employee onboarding process is creating a structured mentorship program for new hires. As a certified arborist with decades of experience in the industry, I understand how overwhelming the technical and safety aspects of tree care can be for someone just starting out. Each new hire is paired with an experienced team member who provides hands-on training, answers questions, and helps them acclimate to the company culture. During their first 90 days, we ensure they not only learn the technical skills but also feel valued and included through regular check-ins and team-building activities. This approach draws from my own experience working alongside my father as a child and gradually learning the ins and outs of the business, which instilled a strong sense of confidence and belonging.
This program has had a noticeable impact on employee retention and engagement. New hires have expressed feeling more confident and supported, which translates to better performance on the job. In fact, our turnover rate for new employees has dropped since implementing the mentorship program. Additionally, many of our mentees have grown into leadership roles themselves, creating a cycle of growth and expertise within the company. Investing in this structured onboarding process not only helps the employees succeed but ensures that our customers consistently receive high-quality service from a skilled and dedicated team.

Andrew Osborne · Answer

One of the key steps I've taken to improve employee onboarding at Ozzie Mowing and Gardening is implementing a structured mentorship program where new hires are paired with experienced team members during their first three months. Drawing from my 15 years of experience in the industry and my background as a certified horticulturist, I crafted a detailed onboarding process that includes hands-on training, an introduction to horticultural best practices, and a clear roadmap for growth within the company. The mentorship ensures that new hires don't just learn the technical skills but also feel supported as they integrate into our team culture. For example, during one onboarding period, a new hire expressed that they felt overwhelmed by the range of tasks involved in a landscaping project. Thanks to the mentorship program, they worked closely with a senior team member who guided them step by step and provided consistent encouragement. By the end of the three months, they were not only confident in their abilities but also passionate about taking on larger responsibilities.
The impact has been clear in both retention and engagement. We've seen an improvement in employee retention over the past two years, and our team regularly reports feeling more connected and motivated at work. One of our newest team members recently shared that the supportive environment created through the onboarding process made them feel like they were part of a family rather than just starting a job. This approach reflects the values I've carried throughout my career, placing equal emphasis on skill development and creating a positive, inclusive work environment. It's one of the reasons our clients consistently praise the professionalism and enthusiasm of our team.

Randy Kunik · Answer

I've always believed that the smallest details can make the biggest difference, especially when it comes to creating meaningful experiences. One of the most impactful changes I've made to onboarding new team members is introducing personalized welcome kits. These kits are not just about practicality; they're about sending a clear message: 'You are valued, and we're excited to have you here.'
Each kit is thoughtfully put together to reflect the individual's role and personality. Whether it's tools they'll use every day, like customized notebooks or tech gadgets, or something more personal, like a favorite snack or a handwritten note, the goal is to make them feel seen and appreciated right from the start. I've found that the handwritten note is particularly powerful; it allows me to highlight what stood out about them during the hiring process and reinforces that they're a vital addition to the team.
The results speak for themselves. New hires frequently tell me how these kits helped ease the natural anxieties of starting a new role. They feel welcomed and connected to our mission from day one, which builds a foundation of loyalty and engagement. Taking the time to add these personal touches might seem small, but it's become an essential part of how I approach leadership: building connections, fostering inclusion, and showing people they matter. It's a principle that extends beyond onboarding into every aspect of how I lead and mentor others.

Ronald Osborne · Answer

One step I've taken to improve employee onboarding is implementing a structured mentorship program for new hires. This came from years of experience understanding that the first 90 days are crucial for setting the tone of an employee's experience. Drawing on my MBA in finance and the leadership skills I developed managing teams in telecommunications and coaching businesses, I designed a program that pairs each new employee with a mentor who is a seasoned team member. The mentor's role isn't just to teach processes, but to integrate the new hire into the company culture, answer questions, and provide ongoing support during their first six months. Additionally, I introduced a tailored onboarding plan that breaks down specific milestones for the first week, first month, and first quarter. This approach ensures every new hire has clarity about their role and confidence in how to achieve early wins.
The impact of this initiative has been profound. In one of my client's businesses, employee retention increased within a year of introducing the program. New hires reported feeling more connected to the team, leading to a significant boost in engagement levels during employee satisfaction surveys. In my own experience scaling my telecommunications business, these systems allowed me to reduce turnover in key technical roles and retain top talent. By applying insights from my study of 675 entrepreneurs and real-world business coaching, I've consistently seen that when employees feel valued and supported from day one, they are far more likely to stay and thrive within the organization. This strategy isn't just about onboarding, it's about creating long-term investment in your people.

Ahmad Elzahdan · Answer

At Audo, we've revolutionized our onboarding process by integrating AI-driven personalized skill assessments. These assessments identify new hires' strengths and tailor their learning paths to align with both personal growth and company goals. This approach empowers new employees from day one, and we've seen a 30% increase in early engagement as they feel their unique skills are valued and nurtured.
For example, when onboarding new data analysts, we use our AI tools to match their existing skills with relevant courses and mentors within Audo. This personalization has led to faster acclimation times, with new hires reporting a 40% reduction in the feeling of being overwhelmed during their initial months. Our strategic onboarding has resulted in a notable increase in retention, showing a 20% improvement in the first-year retention rate.
By focusing on personalized growth and creating custom, AI-driven onboarding experiences, we've cultivated a culture that respects individuality and encourages skill development right from the start.

Matt Odgers · Answer

One step I've taken to improve employee onboarding is creating a structured, personalized 30-day plan for new hires. This plan outlines clear goals, introduces key team members, and includes a schedule for regular check-ins. To make new hires feel welcome, we also pair them with a mentor—someone they can turn to for guidance during their first few weeks.
For example, when we implemented this at our firm, a new hire mentioned how the mentor system eased their transition by answering questions they were hesitant to bring up in group meetings. As a result, we saw higher engagement early on and increased retention because employees felt supported and set up for success from day one. It's a small investment of time that pays off in loyalty and morale.

Ryan Detwiler · Answer

At Stampede Barbecue, one approach I've implemented to improve employee onboarding is our mentorship program. Each new hire is paired with a seasoned team member who provides guidance, support, and insights into our company culture. This has fostered a sense of community and belonging from day one, with new employees feeling more integrated and comfortable in their roles.
A specific example of its impact is our catering team. We noticed a marked improvement in team cohesion and efficiency after introducing this program, which led to a 15% increase in employee retention over the past year. By feeling more connected, employees are more engaged and better equipped to deliver our high standards of customer service and experience.
Additionally, I host quarterly team-building sessions where we collectively explore new BBQ techniques and flavors. This not only improves skills but also solidifies teamwork and creativity, crucial elements in retaining passionate staff eager to grow within the company.

Timothy Brooks · Answer

One of the most valuable steps I've taken to improve the onboarding experience for new hires is introducing a mentorship program where each new employee is paired with an experienced team member from their first day. This approach aligns closely with the values I've built my life around: community, process, and accountability. Just as recovery thrives on connection and support, I've found that creating an environment where new team members feel immediately supported is essential to their success.
The mentorship program provides more than just technical guidance; it's a chance for new hires to understand the culture, expectations, and values they're stepping into. By pairing them with a seasoned mentor who can guide them through the early stages, answer questions, and offer reassurance, we help eliminate the uncertainty that often comes with starting a new role. This intentional pairing also creates accountability, ensuring the new hire has someone they can trust to help them navigate challenges while fostering growth and independence.
Since implementing this program, I've seen firsthand how it impacts not only retention but also morale and engagement. Employees who feel supported and connected from the beginning are more confident, perform better, and are more likely to stay for the long term. This mirrors lessons I've learned in other areas of life: when people feel part of a community that values and invests in them, they're more likely to thrive.
What stands out most to me is how this program benefits both parties. Mentors often rediscover a sense of purpose in guiding others, and that energy ripples throughout the team. It's a reminder that growth is a shared journey, whether in recovery, building relationships, or fostering a strong, cohesive team. By focusing on personal connections and structured support, we've been able to create an environment where everyone feels valued and prepared to succeed.

Tamar Blue · Answer

At MentalHappy, we've revolutionized employee onboarding by incorporating a full-day immersive experience for new hires. This approach is designed to simulate a typical day at MentalHappy, where they interact with cross-functional teams and partake in decision-making exercises. It helps them understand the company's culture and workflows right from the start.
For instance, during our recent onboarding for a cohort of developers, this experience led to a significant boost in early engagement, with over 80% reporting increased confidence in their roles within the first month. This comprehensive introduction supports quicker adaptation, resulting in a 20% decrease in early turnover rates.
By implementing such an immersive onboarding strategy, we ensure new hires feel valued and integrated into the MentalHappy family from day one, fostering a strong sense of belonging and commitment to our mission in mental health innovation.

Justin McKelvey · Answer

One step I've taken to improve employee onboarding at SuperDupr is creating a personalized onboarding journey for each new hire. We achieve this by pairing them with a mentor from our diverse team, someone who not only guides them through SuperDupr's unique processes but also aligns with their professional goals and interests. This mentorship approach has been instrumental in boosting engagement and fostering a strong sense of belonging from day one.
For example, when a recent developer joined us, we matched them with a senior developer who previously worked on our Goodnight Law project. This pairing allowed the new hire to dive deeply into a real-world case study, understanding SuperDupr's strategic approach to solving technical issues and enhancing client experiences. As a result, we saw increased job satisfaction and faster acclimation, contributing to our high retention rates.
In addition to mentorship, we integrate new hires into live projects like The Unmooring, where they engage with the team and contribute to client deliverables quickly. This hands-on collaboration, combined with strategic pairing, ensures that new employees feel valued and are able to contribute meaningfully from the start, increasing their long-term commitment to SuperDupr.At SuperDupr, we've made it a priority to integrate personalized mentorship into our onboarding process. From day one, each new hire is paired with a seasoned mentor who guides them through their first projects and helps them navigate company culture. This approach has been instrumental in enhancing new employees' sense of belonging and boosting engagement.
For example, when we onboarded a new group of designers for a project with Goodnight Law, the mentorship program facilitated a seamless transition. It encouraged open communication and fostered a collaborative environment that improved project outcomes and team morale. As a result, we've seen a 15% increase in employee retention over the past year.
Our focus on mentorship not only accelerates skills acquisition but also strengthens interpersonal relationships within our team. By investing in human connections, we've created a supportive workplace that encourages new hires to thrive and stay engaged longer.

Charles Berry · Answer

One step we've taken to improve employee onboarding and make new hires feel welcome is immersive, engaging experiences that go beyond the traditional PowerPoint presentation. For instance, we regularly work with a FTSE250 client that onboards a cohort of around 50 new hires each quarter. As part of their onboarding program, we deliver our Animate activity - a vibrant, hands-on experience that sparks creativity and fosters team cohesion using stop-motion and iPad suites.
This activity takes the company's visions and values - content that might typically feel heavy or overly corporate - and gamifies it into something fun, memorable, and impactful. Participants collaborate to storyboard, design, and animate their own videos, which not only highlights the employer's values but also immerses new hires in a shared experience of teamwork and creativity.
The results have been phenomenal. Not only does this approach leave new hires feeling more connected to the company's mission, but it also strengthens bonds among the cohort, setting the stage for effective collaboration right from the start. This client has seen measurable improvements in retention and engagement, with new hires reporting that they feel aligned with the company culture much earlier in their journey, inspiring them to stay, thrive, and contribute to a positive workplace culture.

Vaibhav Kamble · Answer

Improving Employee Onboarding to Foster Engagement and Retention
A strong onboarding process is crucial for making new hires feel welcomed and setting the stage for long-term success. One step we've taken to improve onboarding is implementing a structured mentorship program, pairing new employees with experienced team members to guide them through their first 90 days.
How the Mentorship Program Works
Assigned MentorsEach new hire is paired with a mentor from their department who acts as a point of contact for questions, support, and guidance. This helps bridge the gap between training and practical application.
Personalized Onboarding ExperienceThe mentor tailors their approach to address the unique needs of the new hire, ensuring they quickly adapt to company culture, processes, and goals.
Regular Check-InsMentors schedule weekly check-ins to discuss progress, challenges, and feedback, creating an open line of communication and fostering trust.
Impact on Retention and Engagement
This initiative has significantly boosted employee engagement and retention. Employees consistently report feeling more confident and supported during their transition, leading to faster integration into their roles and stronger team connections.
Conclusion
By incorporating a structured mentorship program into the onboarding process, we've created a more welcoming and supportive environment for new hires. This has not only improved the onboarding experience but also strengthened overall employee satisfaction and long-term engagement.

Meghan Calhoun · Answer

To improve employee onboarding and make new hires feel welcome, I've integrated our Give River platform's "River Runs" into the onboarding process. These are gamified, mini-courses that focus on both personal wellness and professional growth. During their initial weeks, new employees participate in these courses, which not only streamline learning but also create a sense of accomplishment and integration with their team.
One example of the impact is with our client, a mid-sized tech company. After integrating "River Runs" into their onboarding, they saw a 30% reduction in time-to-productivity, meaning new hires began contributing effectively much sooner. This also led to a 20% increase in retention over six months, as new employees felt empowered and connected from the start.
Also, leveraging the Insights Dashboard, managers can tailor onboarding to address the specific emotional and educational needs of new hires, enhancing both engagement and satisfaction. This personalized approach supports the development of a strong bond between employees and the organization's mission. At Give River, enhancing employee onboarding is a top priority. We focus on creating a welcoming experience by fostering a culture of gratitude from the very start. New hires participate in our Reward and Recognition program, receiving virtual "drops" from their team. These acts create immediate social connections and a sense of belonging, which significantly boosts engagement.
Implementing this approach has been transformative. For example, a client in the tech sector saw a 17% increase in new hire retention within the first six months. This intervention fostered a strong team spirit and allowed employees to acclimate quickly.
We also integrate gamified learning paths from our 5G Method during onboarding. This not only helps new employees develop necessary skills fast, but the gamification aspect makes learning enjoyable, retaining their interest and engagement. Teams completing these courses report higher productivity and satisfaction, contributing to better overall performance within the company.

15 Steps to Improve Employee Onboarding Experiences

15 Steps to Improve Employee Onboarding Experiences

Provide Feedback Through Engagement Surveys

Implement An Onboarding Buddy System

Create A Structured Mentorship Program

Introduce Personalized Welcome Kits

Develop A Structured Mentorship Program

Integrate AI-Driven Personalized Skill Assessments

Create A Personalized 30-Day Plan

Implement A Mentorship Program

Introduce A Mentorship Program

Incorporate A Full-Day Immersive Experience

Create A Personalized Onboarding Journey

Offer Immersive, Engaging Onboarding Experiences

Implement A Structured Mentorship Program

Integrate Gamified Mini-Courses For Onboarding

Integrate Gamified Learning Paths