The term "onboarding" is widely used in organizations to describe the process of integrating new employees, but it doesn't quite capture the human element that is so crucial to this experience. While onboarding is the standard terminology, it can feel a bit impersonal for something that relies so heavily on human connection. This connection is vital not just for the new employee, who is often stepping into an unfamiliar environment, but also for the existing team. Getting this right is essential. Unfortunately, a recent Gallup study found that only 12% of employees strongly agreed that their organization did a great job of onboarding new hires (Milburn, 2022). The consequences of poor onboarding can be significant—higher turnover, low employee engagement, and overall job dissatisfaction.
While the first day offers a prime opportunity to make a lasting first impression, onboarding should not be viewed as a one-day, one-week, or even 90-day event. It’s a much longer journey, and it’s important that everyone understands this from the outset. I’m currently in the first year of a three-year project aimed at transforming our onboarding process into a more cohesive and effective program.
Year One: Forming
This initial stage has involved holding focus groups, distributing surveys, and meeting with division representatives in what I’m calling "collaboration time." The roll-out of a new program is set for later this winter.
Year Two: Norming
In the second year, HR will provide ongoing support and resources for managers and new hires, with periodic check-ins to gather feedback. This stage is also an opportunity to celebrate and recognize the successes of our onboarding and socialization efforts.
Year Three: Performing
The final year will focus on piloting new initiatives and making additional enhancements based on the feedback we've collected. Our goal is to create a positive employee experience that ensures a smooth transition for both new employees and the teams they join, ultimately boosting engagement, satisfaction, and retention.
One initiative we’re piloting, in consultation with Danielle, is the creation of customizable "About Me" posters and a "Recipe for Recognition." In her latest book, Engaging Your Employees: 12 Heartfelt Strategies to Drive Your Organization’s Culture and Commitment (2024), Danielle offers templates for posters that highlight various aspects of each individual. This is a fun and effective way to get to know one another on a more personal level, even if you've been working together for a while. We printed out these posters and displayed them by our cubicles and offices, as well as shared them in a PowerPoint presentation during a team meeting, allowing each person to talk through their poster and share more about themselves. The "Recipe for Recognition" is also essential, as it helps everyone understand what makes recognition meaningful for each team member.
I’m grateful for the tools provided in Danielle’s book and plan to experiment with different activities and approaches as our onboarding project progresses. It’s important to consider the existing culture, but also the culture we aspire to cultivate—whether that’s a stronger emphasis on gratitude, deeper relationships, or a greater sense of belonging for everyone. For me, kindness is a cornerstone of workplace culture. Let’s be kind to one another, listen actively, and extend grace whenever possible. In challenging times, a little kindness can go a long way.
Mindfully yours,
Anika
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