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Welcome

This weeks topic is something that I have a huge amount of passion for and have not yet jumped into this. Mainly because I know when I write about it I want to make sure this is something that can be really impactful.

This week is all about Onboarding.

The Importance of Onboarding New Hires

Onboarding isn’t just a process—it’s a critical moment that sets the tone for your new hire’s experience, engagement, and long-term success. Yet, many organisations underestimate its importance.

Did you know? 69% of employees are more likely to stay with a company for three years if they had a great onboarding experience. Unfortunately, many managers treat onboarding as a checklist rather than an opportunity to create a lasting impact.

As a new or seasoned manager, designing an effective onboarding journey can make all the difference. Done right, it reduces turnover, increases productivity, and builds trust with your new hire from day one.

What Does a Great Onboarding Journey Look Like?

Here’s a framework to guide you in creating an onboarding experience that’s engaging, supportive, and effective:

1. Plan Ahead: Pre-boarding Matters

• Send a Welcome Package: Show your new hire they’re valued before Day 1 with a personalised welcome email or a package including company swag and a note from the team.

• Create a 30, 60, 90-Day Plan: Build a clear plan before they join, outlining key milestones and expectations for their first three months.

• Ensure Tech and Tools Are Ready: Set up laptops, logins, and key tools so they can hit the ground running. A smooth start is critical to building confidence.

• Share Their First-Week Schedule: Provide a clear plan for Day 1 and beyond, so they know exactly what to expect.

2. Define Goals and Expectations Early

• Clarify Success Metrics: Discuss what success looks like for their role in the first 30, 60, and 90 days.

• Set a Personal Development Goal: Work with them to identify a growth area they’d like to focus on during their first three months.

• Outline Team and Cross-Functional Objectives: Help them see how their individual goals align with team and organisational priorities.

3. Build Their Network

• Schedule Key Introductions: Arrange meetings with teammates, cross-functional partners, and stakeholders to help them build relationships early.

• Facilitate Cultural Integration: Share stories about the team’s culture, traditions, and values to make them feel included from the start.

• Encourage Informal Connections: Set up virtual or in-person coffee chats, team lunches, or buddy meetings to foster informal connections.

4. Schedule Regular Check-Ins

• Hold Weekly 1:1s: Use these to address questions, provide feedback, and check on how they’re settling in.

• Create a Feedback Loop: Encourage them to share what’s working, what’s challenging, and any suggestions for improvement.

• Track Progress: Use these meetings to review their milestones and adjust the plan as needed.

5. Assign a Mentor or Buddy

• Provide Guidance: Assign a buddy who can help them navigate cultural norms and answer day-to-day questions.

• Offer Mentorship: Pair them with a mentor who can help them align their role with career development goals and team expectations.

6. Focus on Inclusion and Belonging

• Foster Psychological Safety: Create an environment where they feel comfortable sharing ideas and asking questions.

• Incorporate Team-Building Activities: Encourage bonding through casual conversations, collaborative projects, or team-building events.

• Acknowledge Their Perspective: Ask for their insights as a fresh set of eyes on processes, and show that their input is valued.

7. Celebrate Milestones and Wins

• Recognise Early Contributions: Celebrate their first completed project or successful meeting to boost morale.

• Mark Milestones: Acknowledge progress at 30, 60, and 90 days to keep motivation high and reinforce their value to the team.

8. Solicit Feedback on the Onboarding Experience

• Ask for Feedback Regularly: Check in at 30 and 90 days to understand what worked and where improvements are needed.

• Act on Feedback: Show that you value their input by implementing suggested changes to improve the onboarding process for future hires.

Questions to Ask During Onboarding

Use these questions to guide conversations and ensure your new hire feels supported:

1. What are your impressions of the team and organisation so far?

2. What has been your biggest challenge in your first few weeks, and how can I help?

3. Are there any resources or information you feel are missing?

4. What’s one thing we can do to make your onboarding experience better?

5. What goals are you most excited about working on, and where do you need more clarity?

The Role of LEAD+M in Onboarding

You can use the LEAD+M framework to structure a successful onboarding experience:

• Lead: Model the behaviours and attitudes you want to see. Be proactive, approachable, and clear.

• Engage: Create opportunities for meaningful conversations. Build trust early by actively listening to their concerns and ideas.

• Act with Purpose: Align onboarding activities with the organisation’s goals and culture. Show them how their role contributes to the bigger picture.

• Develop: Offer resources and training to help them grow from the start. Highlight opportunities for skill development in their role.

• Mental Health: Ensure they feel supported emotionally and professionally. Avoid overwhelming them with too much too soon—balance onboarding activities to reduce stress.

Book Recommendation: The First 90 Days by Michael D. Watkins

Overview:

This is one that I have mentioned previously and is a must read! It’s always I recommend for all new hires but also leaders too to really understand a good process and guidance for starting a new role well.

This classic book is a must-read for both new hires and the managers onboarding them. The First 90 Days provides a structured roadmap for navigating new roles, outlining strategies to accelerate learning, build relationships, and set the foundation for success.

3 Key Takeaways for Managers:

1. Understand the Transition: Help new hires learn the ropes quickly by providing context about the organisation, team dynamics, and priorities.

2. Build Relationships: Encourage new hires to establish connections early with key stakeholders and teammates.

3. Set Early Wins: Help them achieve small, impactful victories in their first 90 days to boost confidence and momentum.

And that’s a wrap for this week, until next week where I go into something new on this lost to leading newsletter.

Plans are coming soon