Start before they start
Your onboarding process should begin the moment a new hire accepts the job.Send information that reassures them that they’ve made the right choice. We’re talking: a welcome kit of useful info, more details about their role, info about the company and culture, what the onboarding process will look like, and whom they can go to with questions.
Pre-onboarding and onboarding is a chance to get new team members excited about your company culture—what makes you, you, and why you do things the way you do. Introduce the team dynamic and the fun social events, friendly competition, or clubs they can get involved in. Even better if you have videos or photos of these activities.
Prioritize your culture
The values and guiding principles of your organization should heavily inform your onboarding process. If your culture celebrates the people behind the roles, make time for face-to-face meetings with newcomers, consider a mentoring program, and ensure teams have the chance to get to know each other socially.
Team bonding is crucial, especially when it comes to team leaders. The sooner your new hires feel comfortable asking their team lead for help, the better—so make sure they get plenty of facetime with them. This helps both parties pick up on physical cues from each other and accelerates the development of a great working relationship. Unconvinced? 58% of employees who quit a job due to workplace culture say that their managers are the main reason they ultimately left, according to the Society for Human Resource Management.