Employee turnover can be costly and disruptive, especially for small businesses. High turnover rates not only lead to increased recruitment expenses but can also impact team morale and productivity. The good news? Effective onboarding is one of the best ways to reduce turnover and set new hires up for long-term success.
A well-designed onboarding process helps employees feel welcomed, supported, and prepared for their roles. It’s not just about paperwork and training; it’s about creating an experience that fosters engagement and builds a connection between the employee and your organisation. Here are actionable onboarding tips to help reduce employee turnover and create a strong foundation for your team.
1. Start before the first day
Onboarding doesn’t begin on an employee’s first day—it starts as soon as they accept your job offer. Preboarding, or the period between the job offer and the start date, is a great opportunity to build excitement and ease the transition.
Preboarding tips:
- Send a welcome email that includes important details like the start date, dress code, and first-day agenda.
- Provide access to company resources, such as an employee handbook, team directory, or welcome video.
- Offer a checklist of documents they need to bring or complete before their first day.
- Introduce them to the team through an email or Slack message, so they feel part of the group before they even walk through the door.
By creating a positive and organised preboarding experience, you set the tone for a smooth onboarding process.
2. Make the first day memorable
A new hire’s first day leaves a lasting impression. Make it a positive and welcoming experience to help them feel valued and excited to be part of your team.
Tips for a great first day:
- Be prepared. Have their workspace ready with everything they’ll need—equipment, login credentials, and supplies.
- Personalise the experience. A welcome note, branded swag, or a small gift can make a big difference.
- Introduce them to the team. Host a team lunch or a brief welcome meeting to help the new hire feel included right away.
- Set clear expectations. Go over their schedule for the day and provide an overview of what their first week will look like.
Making the first day memorable shows that you’ve put thought into their onboarding, which can help boost their confidence in their decision to join your company.
3. Create a structured onboarding plan
A lack of structure in onboarding can leave new employees feeling lost and overwhelmed. Develop a clear, step-by-step plan that covers the first 30, 60, and 90 days to ensure they have a roadmap for success.
Key elements of a structured onboarding plan:
- Job-specific training: Provide hands-on training tailored to their role, along with clear performance expectations.
- Company orientation: Teach them about your mission, values, and culture so they understand the big picture.
- Checklists and timelines: Break tasks into manageable steps and provide deadlines for completing training or certifications.
- Mentorship opportunities: Pair new hires with a mentor or buddy who can answer questions, offer guidance, and serve as a friendly point of contact.
A structured plan helps new hires feel supported and ensures they’re set up for success from the beginning.
4. Focus on building relationships
New employees who feel connected to their team and leadership are more likely to stay engaged and committed to the organisation. Prioritise relationship-building during onboarding to create a sense of belonging.
Tips for fostering connections:
- Schedule one-on-one meetings between the new hire and their manager to discuss goals, expectations, and feedback.
- Organise team-building activities or informal gatherings, such as coffee chats or happy hours.
- Encourage colleagues to reach out to the new hire with a quick introduction or offer to help with onboarding tasks.
- Share company traditions, such as team shoutouts, celebrations, or shared lunches.
By creating opportunities for relationship-building, you’ll help new employees feel part of a supportive community.
5. Provide ongoing feedback and support
Feedback is essential during onboarding. It helps new hires understand what they’re doing well, where they can improve, and how they’re progressing in their role.
Best practices for feedback:
- Schedule regular check-ins during the first few weeks to address any questions or concerns.
- Provide specific, actionable feedback on their performance.
- Recognise their early accomplishments to boost confidence and motivation.
- Encourage them to share their own feedback about the onboarding process to identify areas for improvement.
Ongoing support ensures that new hires feel confident in their role and helps prevent feelings of frustration or disengagement.
6. Emphasise company culture
Onboarding is the perfect time to introduce new hires to your company’s culture. A strong cultural fit not only boosts retention but also enhances collaboration and productivity.
Ways to emphasise culture during onboarding:
- Share your company’s mission, values, and vision in a meaningful way—not just as a list, but through real-life examples or stories.
- Explain how their role contributes to the overall success of the company.
- Include culture-building activities, such as team lunches or charity events, in their onboarding schedule.
- Demonstrate your commitment to diversity, equity, and inclusion by sharing your company’s initiatives and values.
By embedding your culture into onboarding, you’ll help new employees feel aligned with your organisation’s goals and values.
7. Equip managers to lead the onboarding process
Managers play a crucial role in onboarding. When they’re actively involved, it signals to new hires that they’re valued and that their development is a priority.
How managers can support onboarding:
- Conduct regular one-on-one meetings to build rapport and provide guidance.
- Clearly communicate expectations and goals for the new hire’s role.
- Offer ongoing coaching and mentorship.
- Monitor the onboarding process to ensure the new hire is on track and feels supported.
Empowering managers to lead onboarding creates a positive experience and reinforces the importance of the new hire’s role within the team.
8. Measure and improve your onboarding process
Even the best onboarding programmes can benefit from continuous improvement. Gather feedback from new hires to identify what’s working well and what needs adjustment.
How to measure onboarding success:
- Conduct surveys or informal interviews with new employees to gather their thoughts on the process.
- Track retention rates to see if your onboarding efforts are reducing turnover.
- Monitor time-to-productivity metrics to determine how quickly new hires are reaching their full potential.
- Encourage managers to provide input on how the onboarding process supports their team’s goals.
Use this data to refine your onboarding strategy and ensure it remains effective over time.
A thoughtful, well-executed onboarding process can make all the difference in reducing employee turnover and fostering long-term engagement. By starting the process before day one, creating a structured plan, emphasising relationships and culture, and providing ongoing support, you set your new hires up for success.
Remember, onboarding isn’t just a one-time event—it’s an ongoing investment in your employees’ growth and satisfaction. When new hires feel welcomed, supported, and connected, they’re more likely to stay and contribute to the success of your business for years to come.
If you’d like advice on onboarding tips to reduce employee turnover, do get in touch.