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3 Onboarding Secrets with Staying Power

Congratulations, they accepted the rose! Now the fun begins. There is more to onboarding than having your new hire fill out a bunch of forms and putting them right to work. To avoid being ghosted in a month, or day two, and having to go through the hiring practice all over again, spend a few minutes reading through these secrets. How many will you put into practice today?


Be prepared to dazzle them

Benjamin Franklin may not have been a hiring manager, but boy did he know what he was talking about when he said, “By failing to prepare, you are preparing to fail.” A new hire’s experience on their first day can set the tone for the rest of their time with you. The excitement your new employee has for their new job can quickly wane while sitting alone waiting to meet with their MIA manager or for IT to set up the equipment. From the beginning, being prepared and mindful of the employee’s time shows that you value them.



“Onboarding is an art. Each new employee brings with them a potential to achieve

and succeed. To lose the energy of a new hire through poor onboarding is an opportunity lost.” - Sarah Wetzel, engageBDR



Be the Picasso of onboarding

Have you ever been through an orientation that had you questioning your decision in accepting that job and looking for the nearest exit? The onboarding phase is when you want to truly focus on integrating your new hire into the organization. Get creative! Have the employee shadow the owner or CEO on their first day. Arrange a volunteer opportunity in the community or with your clients. Celebrate their one-year anniversary on their first day. Spend some time talking about their career path, their goals, and what they want to do next before they’ve even had a chance to work a day in the job they were hired for. At the end of their first week, you want your employee tired from enthusiasm, not boredom, and so curious about what week two has in store for them. Like those eager garage-sale goers knocking on your front door 15 minutes before you're supposed to open.


Be a long hauler

Onboarding a new employee doesn’t end after they’ve completed their I-9 and shown to their workspace. If it does, the chances they stick around for 90 days is low. Think of onboarding as a long-term investment – the more you put into it the greater the rewards. Schedule regular check-ins outside normal meetings and performance reviews. These can be as simple and informal as grabbing a taco on Taco Tuesday or a walk through a city park. For your remote employees, consider taking those Zoom calls up a notch and having lunch delivered to their doorstep or reserving a common space to meet in person if possible. Investing time and attention in your employees will reap success for everyone in the long run.


An effective onboarding experience leads to productivity, engagement, and ultimately, retention. An ineffective one is costly with high turnover. We can help you with the former. This is just a teaser of our interactive talk on July 28th. Reserve your seat here.