Sink, Swim… or Go for the Onboarding Gold

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Sink, Swim… or Go for the Onboarding Gold

By Desiree Grace


Onboarding is often treated like an afterthought. It should be an event, a meaningful, well-planned one. But too often, organizations fail to invest the time, thought, or discipline into welcoming new employees effectively. Worse yet, a sloppy onboarding experience can give your new hire a bad case of buyer’s remorse.

 

Want your onboarding to feel more Olympic podium than office hazing ritual? Want positive morale, enthusiastic employees, and maybe even a glowing Glassdoor review? Let’s dive into best practices for turning your onboarding into a gold-medal performance.

 

1. Culture: Show, Don’t Just Tell

What do you really want your new hire to understand? Beyond the slick video about corporate values, how do you actually live your culture? If your meetings start and end on time, model that. If your team genuinely cares about one another, show it. Introduce the new hire to colleagues, ask your CSR about their new baby, or chat about last weekend’s camping trip. You’re not just giving a tour, you’re setting the cultural tone and building connections.

 

2. Connect: Humans First, Titles Second

Take time to connect your new hire with the company’s history, vision, and, most importantly, its people. Organize a dinner or casual coffee meet-up. Swap funny stories. Talk about hobbies or passions inside and outside of work. You might discover shared interests, or at the very least, that everyone has an embarrassing karaoke story.

 

3. Schedule: No “Figure-It-Out” Olympics

Have an agenda. Let other departments know when and where to meet the new hire and what to share. A new employee should never feel like they’ve been plunked into a conference room with nothing but videos and manuals. Would you treat a world-class athlete like an afterthought? Exactly. Treat your new hire like the valued asset they are.

 

4. Preparation: No Freestyle Onboarding

It’s not just professional to have a plan, it shows respect. Prep presenters. Share expectations. Clarify procedures and how departments interact. This not only equips the new hire for success but gives leadership insight into which teams are organized… and which are winging it.

 

5. Communication: Spare Them the Guesswork

Trial and error isn’t a communication strategy. Share how your teams connect: Slack, Teams, text, smoke signals? Do you do weekly one-on-ones or prefer a different cadence? Be upfront. Clear communication prevents frustration faster than a butterfly stroke wax.

 

6. Goals: Everyone Needs a Finish Line

Your new hire needs clear, actionable goals, even if they’re as simple as attending specific meetings or completing compliance training. Goals provide direction, show investment, and prevent them from floundering in unproductive waters.

 

7. Checklist: Don’t Forget the Basics

Yes, a list. It’s not glamorous, but it’s essential. Include FAQs, org charts, policies, safety protocols, required documents, and even things like badge access. A checklist ensures nothing critical slips through the cracks, like your travel policy or how to get that coveted parking spot.

 

Why It Matters: The Stats Speak for Themselves

Still not convinced? Check out these eye-openers, courtesy of Devlin Peck (January 2025):

  •         69% of employees with a positive onboarding experience stay at least three years
  •         Effective onboarding boosts retention by 52%
  •         Productivity improves by 60% with proper onboarding
  •         Replacing an employee costs roughly 21% of their annual salary
  •         Great onboarding makes employees 18 times more dedicated to their employer

 

If you want a motivated, engaged team cheering you on, invest in a thoughtful, strategic onboarding process. Do it right, and you won’t just avoid a belly flop, you’ll be standing atop the podium, gold medal in hand. River Heights Consulting is here to help you get there!



About the Author

Desiree Grace helps organizations turn good teams into great ones by focusing on culture,
leadership, and, you guessed it, onboarding. She believes first impressions matter and that strong teams start on Day One.








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