The Employee Onboarding Process and Why It Matters
Why Onboarding Matters
Many growing organizations focus intensely on hiring, but when it comes to onboarding, things get patchy. Senior leaders often admit onboarding is inconsistent—or nonexistent.
At its core, onboarding is about two things:
Helping new employees feel connected
Helping them get productive quickly
You don’t need fancy tech or a dedicated HR team to do onboarding well. Everyone—leaders and peers alike—can play a role.
Four Outcomes to Aim For
1. Feeling Like They Belong
New hires should feel like valued members of the team and the broader organization. One-on-one introductions, informal chats, and small moments of connection go a long way. Ask thoughtful questions like:
What drew you to this organization?
What part of your work are you most looking forward to?
What have you loved doing in past roles?
2. Understanding the Culture
Help new hires decode how things work:
How do vision, mission, and values show up?
How do meetings typically run?
How are decisions made?
What’s the tone around feedback, well-being, or failure?
3. Getting Up to Speed on the Job
New hires—even experienced ones—need:
Clear expectations
Access to tools and resources
Time to learn
A way to reflect, ask questions, and receive feedback
Be proactive and offer support early and often.
4. Understanding the Rules
Make sure someone covers compliance topics: policies, handbooks, certifications, and more. HR, managers, and subject matter experts can all play a part.
Everyone Plays a Role
Whether you have structured onboarding or are building as you go, the principles remain the same: connect, communicate, and guide. A thoughtful onboarding experience benefits everyone—it builds trust, clarity, and early momentum.
