Onboarding: Don't Let Your New Hires Fend for Themselves

It was my first day at a new job. I was excited, ready to make a great impression – and then quickly realized no one was prepared for me.

My manager was in back-to-back meetings, IT hadn’t set up my computer, and I spent most of the day trying to look busy while waiting for someone to help me learn my new role and tell me about the company. By lunch, the excitement had faded into awkwardness. The following days weren’t much better. By the end of the week, I was wondering if I’d made a mistake.

That experience has stuck with me. Not because anyone was intentionally unkind, but because it showed how easy it is for organizations to underestimate the importance of those first few days. When onboarding is left to chance, even the best new hires can start to doubt their decision to join.

The Cost of "Sink or Swim" Onboarding

Too often, onboarding is treated as a checklist: paperwork, policies, and IT access. But when new hires are left to figure things out on their own, a few things happen:

• They lose confidence early. Unclear expectations or unstructured starts can make even the most capable employee second-guess their fit.
• They disengage faster. First impressions matter. A disorganized or impersonal onboarding can erode trust in leadership and culture before work even begins.
• They leave sooner. Research consistently shows that employees who experience poor onboarding are twice as likely to look for another job within the first six months.

What Great Onboarding Looks Like

High-impact onboarding goes far beyond orientation. It’s a thoughtfully designed experience that helps new hires feel connected, informed, and supported — not just in their first week, but throughout their first year.

Here are a few best practices that make the biggest difference:

1. Start Before Day One. Send a welcome message, introduce key contacts, and ensure technology and tools are ready. A small gesture like a note from the CEO or a team welcome video sets a strong tone.
   
   
2. Make It Personal. Every new hire’s needs are different. Tailor onboarding to their role, work style, and experience level. Assigning a peer “buddy” is a great way to help them navigate culture and questions that don’t come up in meetings.
   
   
3. Set Clear Expectations. Outline goals for the first 30, 60, and 90 days. Clarity helps new hires feel confident about where to focus and how success is defined.
   
   
4. Build Connection Early. Encourage managers to schedule regular check-ins beyond the formal review process. Early relationship-building drives trust and belonging – key predictors of long-term engagement.
   
   
5. Gather Feedback and Adapt. Onboarding shouldn’t be static. Ask new hires what worked, what didn’t, and what could make the experience better. Their insight will help you continuously improve the process.

The Manager's Role in Onboarding: Set the Tone

While HR can design the framework, managers bring onboarding to life. Their involvement, from day-one introductions to weekly one-on-ones, signals to the new hire that they matter.

A strong onboarding experience is one of the simplest ways for leaders to show care, build credibility, and set their people up for success. It’s not just about helping new hires do their job – it’s about helping them belong.

Need Help Strengthening Your Onboarding Program? 

Let's make sure your new hires never have to wonder if they made the right choice. Our Managing Employee Touchpoints content provides more information about onboarding best practices. 

At Foundations Consulting, we partner with organizations to design onboarding experiences that truly engage — blending structure, clarity, and culture so new hires feel supported from day one. Whether you need to refresh your process, equip managers, or build an onboarding program from the ground up, we can help. Learn more about our services.