Onboarding a new employee

Companies create a comprehensive onboarding process to maintain a high retention rate, job satisfaction and employee performance.

First Day

Meet and Greet

Starting a new job can be both exciting and nerve-wracking. To help ease this transition, managers should personally welcome the new employee upon arrival and introduce them to the rest of the team.

Induction

Every new employee should go through an induction process. Depending on the company's size and the employee's role, this may be completed on the first day or extend over several weeks.

Induction helps familiarise the employee with the business, their responsibilities, and the work environment. It typically involves introductions to key team members and an overview of their roles. A well-structured induction program ensures the new employee can integrate smoothly and become productive more quickly.

The induction should include relevant workplace health and safety information and be customized to suit the new employee's position. Additionally, access to IT systems, keys, security codes, or access cards should be provided.

If a "buddy" has been assigned, they can assist by showing the new hire where to store personal belongings, where the lunchroom and restrooms are, and even recommending popular nearby cafés for lunch.

Team Lunch

Sharing morning tea or lunch as a team on the first day can help break the ice. No one wants to eat alone, especially on their first day in a new workplace. A casual meal together provides a great opportunity for the new employee to get to know their colleagues in a relaxed setting.

Introducing the New Employee

Depending on the company and the employee’s role, businesses may choose to announce their new hire on social media, with their permission. If social media isn’t an option, adding the employee’s photo to the company intranet or staff directory can help colleagues recognize and welcome them.

First Week

Job Shadowing

The first week often goes by quickly. To help the new employee settle in, they should shadow an experienced team member—this could be the same person who acted as their buddy on the first day.

Job shadowing provides hands-on training, allowing the new hire to observe daily tasks, understand workplace expectations, and see how to interact with customers or clients. It also helps them grasp company culture, gain insights from their colleague’s experience, and ask questions in real-time.

This approach builds strong professional relationships by giving the new hire someone they can turn to for support. Meanwhile, the experienced employee has the opportunity to develop coaching and mentoring skills, which could be beneficial for future leadership roles.

Beyond training, shadowing also fosters workplace social connections, which research shows can improve productivity—benefitting both the employee and the company.

Managing Information Overload

In their first week, the new employee will likely meet many people, attend meetings, receive training, and absorb a lot of new information. This can feel overwhelming.

To support them, managers should check in at the end of the first week to see how they are adjusting. This reinforces that the company values their contribution, even in the early stages.

If the employee feels overwhelmed, remind them that learning takes time and they are not expected to master everything in their first week. Reassure them that support will be available as they grow into their role.

After the First Month

By the end of their first month, the new employee will have completed further training, taken on tasks independently, and gained a clearer understanding of their role within the team. They may have also started forming workplace friendships.

This is a great time to check in again, review their progress, and discuss how they are settling in.

Beyond the first month, regular check-ins—every three months or more frequently, depending on the company’s structure—are recommended. These meetings show that management is invested in the employee’s development and help ensure their progress aligns with the company’s goals.