Welcome Onboard!
That Don’t Impress Me Much
They say first impressions count—and when it comes to onboarding, they really do. Starting a new job is a disruptor: it’s the unknown, a shake-up of routine, and often leads to the classic “Have I made the right decision?” moment.
That’s why creating moments that matter for new team members should be the centre of your design thinking and in the execution of an impressionable on-boarding & induction experience.
Too often, onboarding is something done to new hires instead of designed with them in mind. The best programs leverage the experiences of existing team members—those who’ve been in their shoes and know what worked (and what didn’t). I’ve always treated my team as the SMEs (Subject Matter Experts) of their craft and given them a role in shaping onboarding, allowing them to collaborate with an innovation mindset. The unintended consequences of this, but also a blessing in disguise – is the pride, passion & personality that they have brought into the delivery of the experience.
Empowering my team to lead parts of the onboarding process—with clear guardrails—doesn’t just benefit new hires, it strengthens the team as a whole. The result?
✅ More engagement
✅ Higher morale
✅ Faster speed to competency
✅ A culture of ownership and pride
When I reflect on the most effective onboarding experiences I’ve designed and led, these key moments stand out:
Before Day 1: The Build-Up Matters
- Make introductions early – A casual coffee chat before they start can reduce first-day nerves.
- Encourage LinkedIn connections – A simple connection request makes a difference.
- Share a ‘Welcome to the Team’ bio pack – Give them a sneak peek of their future colleagues.
- Set expectations – Provide an overview of their first day and week to help ease uncertainty and build excitement.
This lays the groundwork for engagement and connection. A sneak peak of what their first days and first week looks like can get them excited and reduce unknowns.
Day 1 & Beyond: Creating a Sense of Belonging
- Create a psychologically safe learning environment – creating a safe learning environment that fosters an organisation’s values & behaviours, where differences are respected & promoted to encourage diversity of thought. Consider how training will & when take place – and let’s not forget by who! Understand from your team member what environment/s will encourage them to ask questions comfortably without judgement or bias. Are some tasks self-paced & best completed in a quiet space, or best experienced in an open-plan environment where you can observe, take notes & participate?
- Immerse. Embrace. Get Curious. Listen to Learn – in my personal opinion, the 4 pillars of success – let’s not make the simple complicated. Encourage your new team member to experience & learn about their new surroundings, ways of working – guilt free. Just because you have requisitions that need filling, it doesn’t mean that they need to be on the tools from day 1 – what value will that add to the experience of hiring manager & candidates if they haven’t had the opportunity to immerse themselves – there’s a lot to be learnt from listening & getting curious.
- Consider different learning styles & mediums – we are each unique; it’s not a 1 size fits all approach.
- Accessibility – are there adjustments to be made to make the approach inclusive? Have you asked?
- Be prepared, but flexible – Structure is great, but adaptability is key.
- Check in Regularly – Build in feedback loops to assess how they’re feeling and where they need support. Be open to suggestions, gauge how they are feeling.
- Assign a buddy – A well-chosen buddy makes all the difference. They should be approachable, knowledgeable, and invested in the new hire’s success.
- Link to organisational purpose & vision – Help them see how their role connects to the bigger picture—how they contribute to the organisation’s mission and vision.
- Tools – does your new team member have everything needed to perform the role….from Day 1? Get the basics right – Leadership 101.
Pro tip: The best onboarding experiences aren’t just informative—they’re engaging, human, and intentionally designed to create moments that matter.
Tools & Resources – here are a few links to articles on best practice onboarding including some templates you may wish to leverage in mapping out your new team members experience & learning journey.
Creating A Positive Onboarding Experience: A Guide For Success
6 Tips for Creating a First-Class Onboarding Experience
The Best Employee Onboarding Experiences Ever
7 Ways to Deliver the Best Onboarding Experience for New Hires
Creating an exceptional onboarding journey for new employees
New Employee Onboarding And Induction Process Timeline
If you are like me & tend to model your approach based on what not to do….check out these clips for some inspiration – they are bound to get your creative juices flowing.
