The first few weeks at a new job are a whirlwind of names, processes, and expectations. This initial period, known as onboarding, is more than just paperwork and a quick office tour. A great onboarding process is your company's first and best chance to show a new hire that they made the right choice. It’s a powerful investment that builds a strong foundation for a productive, engaged, and long-lasting professional relationship.

When you get onboarding right, you do more than just get someone up to speed. You welcome them into your company’s culture, give them the confidence to succeed, and make them feel like a valued part of the team from day one. Let’s walk through how you can create an onboarding experience that helps your new employees—and your business—thrive.

Why a Great Onboarding Process Is a Must-Have

A strong start can make all the difference. Investing in a thoughtful onboarding process delivers clear, measurable benefits that impact your entire organization.

Boosts Employee Retention

High employee turnover is costly. It drains resources, impacts team morale, and disrupts workflow. A structured onboarding program is one of the most effective tools for increasing retention. When employees feel supported and prepared from the beginning, they are far more likely to stay with the company long-term. A positive initial experience builds loyalty and a sense of belonging that can last for years.

Accelerates Productivity

The sooner a new employee feels competent in their role, the sooner they can start making meaningful contributions. An effective onboarding process provides the training, tools, and knowledge new hires need to become productive members of the team quickly. Instead of leaving them to figure things out on their own, you give them a clear roadmap for success, reducing the learning curve and boosting their performance from the get-go.

Increases Employee Engagement

Engaged employees are enthusiastic about their work and committed to their company's goals. Onboarding is your first opportunity to foster that engagement. By introducing new hires to your company’s mission, values, and culture, you help them connect with their work on a deeper level. When they understand how their role fits into the bigger picture, they feel more motivated and invested in their contributions.

Companies with Onboarding That Inspires

Some companies have turned onboarding into an art form, creating experiences that set the gold standard. Their approaches show just how impactful a great start can be.

  • Google: The tech giant's onboarding process is famously data-driven and people-focused. New hires, or "Nooglers," go through a structured program that includes role-specific training, mentorship, and social events. Google discovered that simple nudges, like a manager sending a welcome email before the first day or discussing roles and responsibilities clearly, significantly improved a new hire's time-to-productivity. Their investment shows that small, thoughtful actions can lead to big results.
  • Zappos: Known for its unique company culture, Zappos puts new hires through an intensive four-week training program that immerses them in the company’s core values and customer-centric philosophy. Famously, at the end of the training, the company offers new employees a cash bonus to quit. The "Offer" ensures that only those who are truly committed to the Zappos culture remain, building a team of deeply engaged and passionate employees from the very beginning.
  • Buffer: As a fully remote company, Buffer has mastered the art of virtual onboarding. New hires are assigned three "buddies"—a Leader Buddy (their manager), a Role Buddy (a peer in a similar role), and a Culture Buddy (to help them navigate the company culture). This multi-layered support system ensures that new employees feel connected and supported, even from a distance. The process is spread out over 45 days, allowing new hires to absorb information at a comfortable pace.

How to Build a Winning Onboarding Process

You don’t need a massive budget to create an onboarding experience that makes a difference. The key is to be thoughtful, organized, and focused on the new hire's experience. Here are some actionable steps you can take.

1. Start Before Day One

The onboarding experience should begin the moment a candidate accepts your job offer. This pre-boarding period is a great time to build excitement and handle logistics so their first day is smooth and welcoming.

  • Action Step: Send a welcome package with company swag, a handwritten note from the team, and a schedule for their first week. Make sure all necessary paperwork is completed online beforehand so their first day can be focused on people, not forms.

2. Set Clear Expectations and Goals

New hires want to know what success looks like in their role. One of the best things you can do is provide them with clarity and direction from the start.

  • Action Step: Create a 30-60-90 day plan that outlines key goals and milestones for their first three months. This document serves as a roadmap, helping the new employee understand priorities and track their progress. Schedule regular check-ins during this period to offer feedback and support.

3. Provide Comprehensive, Role-Specific Training

Every role requires a unique set of skills and knowledge. Your onboarding should include dedicated training that equips the new hire with everything they need to excel.

  • Action Step: Develop a structured training plan that covers essential software, processes, and responsibilities. Combine different learning methods, such as online courses, hands-on projects, and shadowing experienced team members. Ensure they have access to all the tools and resources they need from day one.

4. Foster a Welcoming and Inclusive Culture

Making a new employee feel like part of the team is just as important as teaching them the job. A warm and welcoming environment can calm first-day jitters and build lasting connections.

  • Action Step: Assign an onboarding "buddy" or mentor who can answer informal questions and help the new hire navigate the social dynamics of the office. Schedule a team lunch on their first day and make sure to introduce them to people across different departments. These small gestures help them build a network and feel a sense of belonging.

5. Ask for Feedback and Continuously Improve

Your onboarding process should be a living system that evolves over time. The best way to know what’s working and what isn’t is to ask the people who just went through it.

  • Action Step: At the end of the onboarding period (e.g., after 90 days), send the new employee a survey asking for their honest feedback. What was most helpful? What was confusing? Use these valuable insights to refine and improve the process for future hires.