Building strong foundations: why onboarding is key to long-term success
Onboarding isn’t just about starting a role.
Onboarding isn’t just about starting a role.
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: 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:
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:
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!
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.