Talent Talk

Why Onboarding Matters 

 If you want your new hires to stay. Listen up! Let’s keep it simple, people decide quickly if they’re going to stay. And the more smoothly their first days and weeks go, the better your odds. 

According to SHRM, 69% of employees are more likely to stay for three years if they have a great onboarding experience. 

It’s not just about logistics, it’s about making people feel prepared, welcomed, and connected. 

Every company’s process will look a little different. But the best ones all have a few things in common: 

Before Day One: Set the Stage 

• Send a welcome email with what they need to know (where to go, what time to start, who they’ll meet) 

• Have their tech, tools, and workspace ready 

• Let their manager or team know they’re coming (this shouldn’t be a surprise to anyone) 
• Have a swag box ready (People love free stuff). This sets them up with a sense of belonging and they can be a walking advertisement for you.
   

Day One to Week One: Keep It Simple and Structured 

• Make a schedule, no one wants to sit around wondering what to do 

• Start with key intros and a tour of the job (not just the building) 
• Don’t overwhelm them, give space to absorb, ask questions, and ease in 
  
  

Clear Role, Real Expectations 

• Go over the job description, but also explain how success is measured 

• Set short-term goals for the first 30–90 days 
• Introduce them to the right tools, systems, and people 
  
  

Check In (and Mean It) 

• Don’t wait for the review period—set up weekly or biweekly check-ins  

• Ask how it’s going and actually listen 

• Be open to tweaking the process as needed 

Think Beyond Week One. Onboarding doesn’t end Friday at 5 or the end of the workday. Keep guiding them: 

• Offer training, development plans, or job shadowing. Check out Erin’s article this month on development! 😉 

• Schedule formal 30-60-90-day check-ins 
• Make sure they’re not just surviving, but getting traction 

If you’re seeing turnover in the first 90 days, or you’ve got new hires feeling lost, it’s not a “bad fit.” It’s usually a process problem. 

Onboarding doesn’t have to be complicated. It just needs to be thoughtful, consistent, and built around setting people up for success. A little planning goes a long way AND if you need support or resources The People Playbook has lots of the above ideas.