Onboarding for Success
Most managers underestimate onboarding. They treat it like a checklist. A quick intro, a laptop, maybe a meeting or two—and then they wonder why new hires take months to get up to speed.
But the truth is this: onboarding is your first big leadership moment.
A great onboarding experience isn’t about forms and policies. It’s about connection, clarity, and confidence. It sets the tone for how someone feels about your team, your culture, and your expectations—on day one.
Culture: First Impressions Are Forever
The first 30 days shape how new employees view your team and company. A smooth, intentional onboarding sends the message: we care about you, and we’ve got a plan. A sloppy one says: you’re on your own.
At Zapier, a fully remote company, new hires are guided through a detailed onboarding journey that includes culture deep dives, async learning, and regular check-ins. The result? High engagement and faster ramp-up times.
✅ Strategy: Pair new hires with a buddy. Provide context, not just tasks. Talk about values, not just systems.
Retention: Onboarding Is a Retention Strategy
Most people decide within the first 90 days if they see a future with the company. Onboarding is your chance to earn trust and create belonging.
Indra Nooyi believed in investing early in people—not just performance. New hires were given real responsibilities, mentorship, and visibility across the org. That investment paid off in long-term loyalty.
✅ Strategy: Ask new employees what great onboarding looks like to them. Then co-create their experience.
Productivity: Clarity Speeds Everything Up
Great onboarding gives people what they need to do great work—sooner. Without it, they spend weeks figuring out basics, second-guessing expectations, and sitting in unnecessary meetings.
✅ Strategy: Create a 30-60-90 day plan. Include goals, milestones, key relationships, and success metrics.
How to Get Onboarding Right
✅ Give structure and space
✅ Teach culture, not just systems
✅ Make it human—not just HR
✅ Follow up regularly, not just in week one
Don’t:
❌ Wing it or wait
❌ Overwhelm with information
❌ Assume they’ll “figure it out”
Onboarding isn’t an HR function.
It’s a leadership function.
Treat it like your team’s future depends on it—because it does.