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Tips for Properly Onboarding New Employees

Editor's Note: Take a look at our featured best practice, Return on Training Investment (ROTI) (24-slide PowerPoint presentation). The concept of Return on Investment (ROI) originated in the Manufacturing sector, where it's simple to measure time and output. Next to adopt the concept was the Banking industry, where it is used consistently. ROI calculation is now a common feature in every type, industry, and function [read more]

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You not only want to be able to recruit top talent at your company, but you should also have a desire to retain these new employees. One way of doing that is to know how to properly be on board with them, so they’re comfortable at your company and in their role.

If they feel lost and unwelcomed, you risk them going elsewhere or working for a competitor. It’s expensive to have to keep replacing employees, so it’s in your best interest to bring them into your company the right way. Learn what areas you should focus on the most and how to ensure it’s a smooth transition for everyone.

Distribute Printed Materials

One idea is to create an employee playbook that includes all of the most important documents they’ll need to refer to when they start. For example, distribute printed materials such as their benefits, job roles and responsibilities and guiding principles of the company. This way, they can carry these important papers with them or have them in their desks to reference later on. Give new hires time to page through this book, so they know what to expect.

Hold Face-to-Face Meetings

Properly welcome your new employees by holding face-to-face meetings that you can use to help introduce them to your organization. This is a great opportunity for them to get to know you and the other new hires who are also joining the team.

Some ideas for the meetings:

  • Provide lunch
  • Give a presentation
  • Allow them to get to know the business better

It’ll be nice for them to have a face to put to a name to as well in case any issues arise down the road and they need to get in touch with human resources.

Train Them

Most importantly, take the time to train your new employees, so they know how to execute their job responsibilities. This will be important for whatever tools they need to use. For example, check out helpful resources such as this How-To Video Library for CircuitStudio that your employees can use to understanding this design tool. You can also use this library as guidance for how you can create your own how-to videos that will be good for new hires to watch so they can learn other programs and software your company uses.

Be Available to Answer Questions

It’s important that you’re around and available to answer any questions your new employees have when they first start with your organization. Provide them with your contact information and other important staff’s names and emails so they can get in touch with the right person.

Check in with them often and make sure they’re catching on and address any concerns they do have promptly. Get them better acquainted with their bosses as well so they can use them as a resource too.


It’s normal for employees to be a little nervous and apprehensive when accepting a new job. Make them feel more comfortable joining your company by using these tips to properly onboard them. Taking these measures will be beneficial for all parties involved and help minimize any confusion.

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The TWI Job Instruction (JI) program trains supervisors in how to instruct a person to perform a job correctly and safely; and to be productive as quickly as possible, while creating less scrap, rework, and damage to tools and equipment. This tried and tested methodology is based on [read more]

Want to Achieve Excellence in Human Resource Management (HRM)?

Gain the knowledge and develop the expertise to become an expert in Human Resource Management (HRM). Our frameworks are based on the thought leadership of leading consulting firms, academics, and recognized subject matter experts. Click here for full details.

The purpose of Human Resources (HR) is to ensure our organization achieves success through our people. Without the right people in place—at all levels of the organization—we will never be able to execute our Strategy effectively.

This begs the question: Does your organization view HR as a support function or a strategic one? Research shows leading organizations leverage HR as a strategic function, one that both supports and drives the organization's Strategy. In fact, having strong HRM capabilities is a source of Competitive Advantage.

This has never been more true than right now in the Digital Age, as organizations must compete for specialized talent to drive forward their Digital Transformation Strategies. Beyond just hiring and selection, HR also plays the critical role in retaining talent—by keeping people engaged, motivated, and happy.

Learn about our Human Resource Management (HRM) Best Practice Frameworks here.

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About Shane Avron

Shane Avron is a freelance writer, specializing in business, general management, enterprise software, and digital technologies. In addition to Flevy, Shane's articles have appeared in Huffington Post, Forbes Magazine, among other business journals.

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