Here's how you can engage new employees from the start with effective onboarding strategies.

Engaging new employees from their first day is crucial for their success and your company's growth. A well structured onboarding process helps new hires feel welcome, understand their roles, and integrate smoothly into the team. Effective onboarding is not just a formality; it's vital for employee engagement and retention. New employees who have a comprehensive onboarding experience are more likely to feel connected, understand their roles, and become productive quickly. To make new hires feel welcome, send a welcome email before their first day with an agenda and necessary information, set up their workspace with needed tools, and provide a warm welcome package with company-branded items, a personal note, and an employee handbook.

Onboarding needs to do more than just communicate basic information about the company and day-to-day operations and expectations. Newcomers need to understand what the values and business goals are for the organization and how they are expecting to contribute. This then needs to be translated to a team level. What does success look like for your team within the larger structure, and, again, what are the ways in which you can contribute to those goals. If these things are made clear up front, you have taken a huge first step.

These are good ideas in most cases. I would add that a seasoned experienced member of the organization be assigned to be a mentor for the onboarding. .

Set the tone from the moment they arrive. I love to get employees a mug and notebooks with a welcome note, along with hosting a welcome lunch that day. Have clear expectations set during the first week. Set up a 30, 60 and 90-day plan outlining everything they need to do. In addition to regular check-ins throughout the week, I like to have an end-of-the-week check-in over coffee to get any questions answered or learn more about them.

In addition to a structure for the first week in particular, create a broad framework for the first month or the first quarter. It's also important to encourage regular feedback. Any new employee is a great outside look at internal processes and may provide very valuable insights into potential needs for changes. Don't stop with general sentences that feedback is always welcomed. Ask concrete questions. "What was the best thing for you in your first week?" or "What didn't work for you at all?" are just two examples.

A thriving culture can be transformative. Introduce new hires to the unique company rituals. Since we spend most of our lives at work, make them feel that this place is more than just about career advancement—it's about their life and time, which all of us should value beyond payslips

Faça ações lúdicas que está hm relacionadas ao tema da cultura organizacional. Dinâmicas, quiz com perguntas relacionadas a cultura e proponha brindes recompensa. Isso ajuda na memorização de forma natural e associação das rotinas diárias com a cultura da empresa.

First impressions are lasting impressions ... and as an employee, it's starts with the interview process, then ones onboarding. Meeting with team members who are encouraging, supportive, and understand the weight onboarding carries (consistency, leaning and learning, transparency and positivity, bridging and community/culture building) is essential. Effective onboarding not only includes the people doing the onboarding (mix of levels, roles, etc.), but the best practices, knowledge sharing and availability of those members, is even more critical to ensure the success and support of a new colleague. How that new colleague adapts, and succeeds, to contribute, is a direction reflection of their onboarding, their own skill, their potential.