Building strong foundations: why onboarding is key to long-term success

Onboarding isn’t just about starting a role.

Onboarding

Building strong foundations: why onboarding is key to long-term success

Onboarding isn’t just a box to tick for new hires, athletes, or team members. It’s a crucial process that sets the stage for long-term success by helping individuals integrate into their new environment, understand the culture, and build the relationships needed to thrive. Research shows that effective onboarding can significantly impact employee engagement, retention, and performance. It’s the difference between someone who feels supported and confident in their role, and someone who struggles to adapt. When done right, onboarding doesn’t just get people started—it lays the groundwork for their growth, development, and overall well-being in the long run.

At TICkA, we approach onboarding holistically, addressing the whole person to ensure well-rounded success:

Mental well-being: it’s about more than just orientation; we prioritize building resilience and confidence to help individuals navigate the transition smoothly.

Social well-being: creating a sense of belonging is key. Feeling connected helps new team members integrate quickly and comfortably.

Physical well-being: ensuring everyone’s physical needs are met, enabling them to bring their best energy every day.

When onboarding covers these areas, it doesn’t just help people “get started”—it empowers them to flourish and bring their best selves to the table. That’s what truly drives performance and engagement!

 

Myth vs Fact: “The journey begins well before day one!”

Myth: Onboarding starts on the first day at work.

Fact: Onboarding begins during recruitment and continues once a candidate is selected, well before their first day.

Many companies kick off onboarding only when new hires arrive, but this means missing out on a huge opportunity! Onboarding starts much earlier. The best onboarding actually begins during recruitment, because that’s when an organization can:

  • Discover what dreams and goals the candidate has: this allows the organization to align their role with personal goals, creating a more engaging, personalized, and motivating onboarding experience.
  • Assess cultural fit: does their way of working align with our culture? Shared values create a sense of belonging.
  • Communicate the vision: sharing the vision and mission of your organization helps new hires feel connected to the bigger picture.
  • Set clear expectations: what is their role within the team, and how does it contribute to the company’s success? Define the necessary competencies, tasks, and sub-tasks of the role in advance, and communicate these clearly. Knowing this allows them to be more focused from day one.

Once recruitment is complete, the period between the job offer and the first day is crucial for building engagement and making the new hire feel welcome and prepared. Here are a few simple actions before day one that can make a world of difference:

  • Assign a buddy: introduce a buddy who can reach out to offer support and answer any questions. This simple step reduces “first-day nerves” and gives the new hire a friendly contact within the team.
  • Set up a pre-start check-in call or send a welcoming email:  this initial touchpoint helps clarify expectations, answer any early questions, and begin building rapport. It’s a simple but effective way to make the new hire feel that they’re already part of the team, reducing any first-day uncertainties and reinforcing a sense of belonging.
  • Provide early access to resources: share key documents, training materials, or a “Welcome Guide” to help them familiarize themselves with the company’s vision, culture, and their future role, so they feel more prepared.
  • Set up an ergonomics assessment: offer a session with a specialist to assess their workstation setup, whether in the office or at home. This can ensure they have a comfortable and supportive workspace that reduces strain and promotes good posture.
  • Share an introduction email: let the team know about the new hire by sharing a brief introduction. This prepares the team for their arrival and fosters a sense of belonging for the new hire.

The result? 

When new employees feel welcomed before their first day, they build trust faster and truly feel part of the team. This leads to a stronger start, deeper engagement, and long-term growth.

Onboarding is an investment in success!

 

Three tips for onboarding from day one

1. Co-create a personal development plan 
In the first week, sit down with the new hire to co-create a personal development plan. Discuss their career goals, skills they want to develop, and how their role can help them achieve these goals. This approach not only boosts motivation but aligns personal ambitions with team objectives, making onboarding meaningful for both employee and organization.

2. Introduce new employees to well-being resources 
It’s crucial for organizations to clearly communicate the well-being resources available, including support contacts and activities that promote overall well-being. Make this information easily accessible, so employees know what options they have to maintain and improve their health. By fostering a well-being-focused environment, organizations empower employees to take charge of their health, leading to increased engagement and collaboration within the team!

3. Host a ‘Getting to know us’ team session 
Arrange a team session where everyone, both the new hire and current team members, shares something about themselves, like their role, interests, or fun facts. This creates a comfortable space for mutual introductions, helping everyone feel more connected and enhancing the team’s sense of belonging.

 

We’re excited to explore how we can support your onboarding process or that of your company. Curious to find out more? Get in touch with us today!