Have you ever watched those David Attenborough documentaries where a wolf pack sniffs out a new member, wondering whether to welcome them into the pack or turn their backs? (Bear with me…it’s relevant to HR, I promise!). The scientific term for that is social integration, and it applies to any newcomer’s role within pack hierarchies – including humans.
It’s why your newcomers may feel a bit jittery on their first day at work, subconsciously scared about being rejected from the status quo. So let’s say you’re happy with your new hire and want to give them a brilliant first day. What are some fundamentals you can do, to make sure they’re welcomed into the pack?
Before Day One: Get the Ball Rolling
You’ve made that offer, and your new hire has accepted – brilliant! They’re probably quite nervous moving from job to job, so it’s a good idea to alleviate their worries with a welcome email. This might seem like a small thing, but it creates a structure that lets them know what they can expect on their first day, so they can plan in advance. It’s also worth including any paperwork needed to sort out.
Then there’s the physical preparation. Make sure their workspace is sorted with all the essentials – laptop, stationary, maybe a cheeky little welcome plant or some chocolate. Many companies forget this part and see it as superfluous, but a recent survey found that 76% of HR professionals feel that their company doesn’t make the most of their onboarding. In other words, first impressions matter and if you want your talent to perform at 100%, make sure as a company you’re going above and beyond to make them feel seen. I’ve seen companies share fun bits about their team culture and bios, or even some who’ve created welcome videos.
Day One: First Impressions Matter
Hurrah, the big day’s finally here. Besides the mandatory office tour (or virtual intro of the team, if you’re on Zoom), what are some ways you could elevate the experience and give them a warm welcome? A little effort goes a long way, so try and make your greetings as personalised as possible. That includes everyone in your company…even (especially!) the senior leadership team.
Pair your new joiner with an onboarding buddy who can be their go-to for questions and support. And perhaps most of all, don’t overwhelm them and give them space to adjust to their new setting. At least for the first few days, keep that calendar relaxed and let them explore Google Drive, familiarising themselves with where files are kept.
The First Week: Settling In
Now that they’re on board, it’s time to help them feel at home. Create a fun schedule with training sessions, intro meetings and perhaps even a team lunch. Keep it balanced so they don’t feel overwhelmed. Some companies I’ve worked with have spiced things up with interactive videos that feature quizzes and games to make the learning more enjoyable. Who says training has to be dull? Don’t forget to regularly check in and touch base daily to see how they’re getting on, and answer any burning questions.
The First Month: Keeping the Momentum Going
I’ve witnessed many businesses fail at this point…they see that the first week went well and then pile on the work for the new joiner, making them feel overwhelmed and throwing them in at the deep end. The truth is that at least for the first month, you really want your new joiner’s manager to be a guiding force and to be by their side – more contact time is better than less contact time.
Only 12% of employees believe that their organisation provides a satisfactory onboarding program. So ask for feedback and encourage them to share their thoughts on the onboarding experience. And finally, celebrate their achievements! Did they complete their training? Finish a project? Throw a mini celebration! Everyone loves a bit of recognition, especially in the first month when you’ll gain high employee loyalty from your new hire.
To wrap up, remember the four keys:
- Personalise it: make it relevant to each role.
- Keep it engaging: use fun formats to keep them interested.
- Bite-sized info: break things down so it’s easy to digest.
- Stay in touch: regular check-ins show you care.
Need help with your company’s onboarding process? Drop us a line via hello@thehrhub.co.uk or give us a call on 0203 951 1208.If you don’t want to speak to anyone but would like to learn more, read my book The MAGIC of HR.
