Onboarding New Employees: 5 Tips to Get It Right from Day One

First days can be nerve racking. Remember your first day on a new job? The awkward smiles, the slightly-too-long hallway tour, the inevitable “Where’s the bathroom?” moment? Onboarding can be a rollercoaster, for both the new hire and the team. We’re here to help! 

Onboarding is so much more than paperwork and system logins. It sets the tone for the entire employee experience. In fact, it can make or break a new hire’s first impression of your company. We all know you only get one chance to make a great first impression. 

An effective onboarding experience communicates, “We’re organized. We care. You belong here.”. When employees feel seen, supported, and welcomed from the start, they’re more likely to be happy, and happy employees are more likely to be engaged, productive, and loyal. 

Whether you're in-office, hybrid, or fully virtual, a thoughtful onboarding experience is your secret weapon for lasting success. Let’s dive into 5 Tips you can use to get it right from Day One. 

1 - Start Before Day One 

Onboarding begins before your new hire walks through the door (or logs into your virtual meeting). 

Send a “Welcome to the Team!” email that contains: 

● What the new hire can expect on their first day with you. 

● What they need to bring (i.e.: their documents to complete the Form I-9). 

● The company dress code. 

● What time they need to get to work, how (if virtual), and where (if in-person). ● Important contact information. 

You’re not just prepping them. You’re saying, “We’ve been waiting for you!” 

2 - Create a Clear Roadmap 

A well-structured onboarding schedule is like Google Maps for your new hire’s first week—no one wants to feel lost.

Set up a: 

● Day 1 Agenda (include breaks and fun intros!) 

● 30/60/90-day plan with goals and learning objectives 

● Checklist of systems, logins, and team intros 

Make it visual, make it digestible, and definitely make it shareable (if you print it out, make sure to also email a secondary copy to the new hire for their future convenience). 

3 - Make It Personal 

Nobody wants to feel like “Employee #247”. Personalized onboarding makes your new hire feel like they matter—because they do! 

Try this: 

● Assign them an onboarding buddy, someone they can go to for questions/direction when needed. 

● Conduct intros with a fun “Get to Know You” game or virtual coffee chat with the whole team. 

● Ask for their favorite snack or drink and bring it to them within the week. If you’re virtual, find out what their favorite song is, add it to your team playlist. 

Culture fit isn't just about them fitting in—it’s about you welcoming them in.

4 - Train, Don’t Drain 

Yes, training is essential. No, it doesn’t have to feel like drinking from a firehose. Instead: 

● Spread sessions over a few weeks. 

● Use micro-learning modules and interactive tools. 

● Mix it up with videos, quizzes, and job shadowing. 

And remember—encourage questions. Confused employees stay quiet. Confident ones get curious. 

5 - Keep the Feedback Loop Open 

Onboarding doesn’t end after week one. In fact, some of the best insight comes from your new hire’s fresh perspective. 

Schedule:

● A 1-week check-in 

● A 30-day check-in 

● A “What would you change?” chat or survey 

Then? Actually use that feedback to make your onboarding stronger, because great onboarding is never “set it and forget it.” 

Remember, your onboarding process sets the tone for the entire employee experience. It’s your chance to turn a good first impression into an amazing one. With just a little structure, personality, and heart, you can transform Day One into “Wow, I’m so glad I joined this team.” 

So go ahead, roll out the welcome mat. Your future all-stars are walking in.