How to improve the new employee experience

An effective onboarding process is key to the successful adaptation of a company's workforce.

Preparation before the first day

The process should begin even before a new employee steps foot in the office or joins the team remotely. Make sure your preparation includes:

• Clear communication - Send a welcome email with information about the first day of work, required documents, contact information and basic guidelines.

• Workplace preparation - If the employee will be working from an office, provide a desk, equipment and access to necessary software systems. When working remotely, sending equipment on time is key.

• Access to internal systems - Signing up for corporate platforms (email, internal portals, HR systems) before day one can eliminate administrative delays.

Day One: Create a positive first impression

The first day of work leaves a lasting impression and can influence an employee's long-term engagement. To make it successful, you can take care of the following:

• A warm welcome - Arrange a brief meeting with the line manager and introduce the new employee to the team.

• Create an agenda for the first day - Providing a structured schedule including an introduction to the company culture, key processes and first tasks will make the day much more orderly.

• Mentor - Engage a mentor or colleague to help the new employee with the adjustment in the first few weeks.

Week One: Structured Adaptation Process

After the first day onboarding should continue with a well-defined onboarding process:

• Training and Resources - Provide access to training materials, webinars and manuals related to job duties and company standards.

• Clear expectations - Arrange regular meetings with the manager to clarify goals for the first 30, 60 and 90 days.

• Effective Feedback - Encourage open communication and predispose the new employee to share their impressions and ask questions.

Month One: Build engagement and productivity

The first 30 days are critical to whether the employee will feel like part of the team. For faster integration, emphasize:

• Regular meetings with the manager - Discuss the new colleague's progress, show a genuine interest in the challenges they face.

• Social integration - Hiring a new employee is a perfect time to organize more informal meetings, team building or virtual events.

• Recognition of success - Appreciating the first results achieved boosts motivation. Despite the hectic daily routine, try to celebrate successes, even the smallest ones.

Evaluate and optimize the process

After the 90-day period, it is important to retrospect and optimize the onboarding process:

• Evaluate the new employee experience - Conduct a survey or interview for feedback on the onboarding process.

• Optimize the program - Analyze the information gathered and improve areas that can be improved.

• Long-term development - Motivating, developing and retaining employees is a long-term process. Even after you have integrated the new employee into the team, be sure to nurture their development. Now is the time to develop an individual training and professional development plan.

Effective onboarding is more than an administrative procedure - it's a strategic process that helps new employees feel valued and set up for success. A well-organized process reduces staff turnover, improves productivity and boosts engagement. Investing in a good onboarding experience pays off many times over by building motivated and effective teams.