Onboarding Done Right or Done Wrong—Definitely Sets the Tone?
Welcome to another week with Boundless! You’re here because you’re serious about growing as a leader, and we’re here to support you. Boundless offers the tools, insights, and community to help you lead with confidence. Remember, leadership isn’t a solo journey—together, we can unlock your full potential.
How someone experiences their first day in a new job—or even a new role within the same company—shapes how they feel about their future there. When onboarding is done right, new hires and internal transfers feel supported, valued, and ready to contribute. When it’s done poorly, they’re left questioning if they made a mistake.
Sarah walks into her new job feeling a mix of excitement and nerves. But from the moment she arrives, everything is smooth. Her manager greets her personally, her workspace is ready, and there’s even a welcome note from her team. She has coffee with a peer mentor, gets introduced to key people, and leaves feeling like she belongs. “I made the right choice coming here.”
Mike isn’t new to the company, but he just moved into a new department. No one seems to know he’s starting. His computer isn’t set up, his login credentials don’t work, and his new manager is too busy to meet with him. He spends the day figuring things out on his own. By the end of the day, he’s thinking, “Did I make a mistake taking this role?”
Sarah’s experience signals a strong company culture—one where leadership values people and invests in their success. Mike’s experience sends the opposite message: a lack of preparation, unclear expectations, and a ‘figure it out yourself’ mentality. When onboarding is treated as an afterthought, it tells employees they’re not a priority.
Onboarding isn’t just a formality—it’s a leadership moment. Done well, it builds trust, engagement, and long-term success. Done poorly, it leads to frustration, disengagement, and turnover.
Be ready before day one. Have their workspace, tools, and schedule prepared so they don’t waste time on logistics. Make the first day personal by assigning a peer mentor, introducing them to key people, and ensuring leadership makes an effort to connect. Keep supporting them beyond the first day by checking in at one week, one month, and three months to ensure they’re set up for success.
Leadership isn’t just about vision—it’s about execution. And onboarding is one of the first places where that execution shows up. How does your organization approach onboarding? What’s one thing you’d improve? Join Boundless!