Onboarding: how to keep talent locked in a safe

“The heart, Osborn. First, we attack the heart” says Goblin in Spider-Man, but it could easily be the motto of a Silicon Valley manager. Here, onboarding is a true mission: companies put everything on the line from day one, aiming to win over new hires. Pinterest, for example, welcomes them with a group selfie session to help them get familiar with colleagues and the core business; Shopify engages them in an online treasure hunt, while Zendesk takes them to visit community projects. First impressions are everything, and not just in Silicon Valley.

Onboarding: Is It Really Necessary?

If you’re wondering why a solid onboarding process is so crucial, there are some key statistics worth considering. In the United States, 33% of new managers start looking for a new job within their first six months, and 22% leave the company within the first year. These figures, from a study by Keith Ferrazzi published in the Harvard Business Review, highlight an often underestimated issue: the challenge of effectively integrating new hires into an organization.

Onboarding alone clearly can’t solve the turnover problem, which is more significantly influenced by shared company values, attention to employee well-being, and a proper work-life balance. However, as the saying goes, a good start is half the battle. A well-structured onboarding process helps new hires integrate into the company culture, quickly understand their roles and responsibilities, and feel like part of the team from day one.

A warm “Welcome on board” comes with numerous benefits!

• Employee retention: When employees feel welcomed and integrated, they are less likely to seek opportunities elsewhere.
• Increased productivity: A structured onboarding gives new hires the tools and knowledge they need to get up to speed as quickly as possible.
• Improved satisfaction: Feeling like part of the team and having a clear understanding of their role boosts motivation and workplace well-being.

Welcome Kit: No One Ever Refuses a Gift

The welcome kit is like an appetizer before dinner: you don’t really need it, but you enjoy it nonetheless.

It not only shows the company’s appreciation but also strengthens new hires’ commitment and loyalty, making each team member feel valued and well-received.

Some Welcome Kits are particularly unique. DigitalOcean, one of the world’s most popular hosting providers, welcomes new employees with desk balloons and gifts like t-shirts, oversized plush slippers, and metal water bottles. Ogilvy & Mather, on the other hand, opts for a more refined approach: offering a sleek box containing an exclusive copy of the “Red Book” written by founder David Ogilvy, a volume not available for sale and accessible only to the agency’s members. Then there’s Deloitte, which focuses on practicality with a kit that includes a stress ball and resistance band, to help employees unwind during tough moments. Thoughtful, right?

Successful Onboarding: learning from the best

Let’s cut to the chase. We’ve analyzed some of the companies with the best onboarding programs around.

Miro’s onboarding

You’ve probably heard of Miro, the online whiteboard software used by thousands of people and companies worldwide. Miro has a growing team with over 1,000 employees, and despite offering a product designed for remote work, it has offices in Europe, Asia, Australia, and North America.

Their onboarding lasts over 90 days and follows a 30-60-90 day plan inspired by the book “The First 90 Days” by Michael Watkins. This helps structure the initial period of employment by outlining clear projects and goals. In the first 30 days, new hires focus on listening and learning, getting to know the organization, processes, and company culture, while interacting with team members and observing day-to-day operations. In the next 30 days, they shift to planning and strategy, developing a detailed action plan. Finally, they execute the plan and review progress. Miro encourages new hires to be proactive and autonomous, supported by managers who guide and set expectations. This process helps solidify changes and deliver concrete results.

Buffer

This social media tool has become a niche leader, known for its complete transparency. Every year, the company publicly shares profits, costs, and salaries, attracting new talent. Since its founding, Buffer has operated fully remotely, a perk greatly appreciated by its employees.

New hires receive five emails before their first day, each providing essential information about the organization, team, and role. These include: a welcome message, basic information collection, introduction to managers and colleagues, an overview of work tools, and expectations for the first day.

What truly sets Buffer apart is its “three companions” system. Every new hire is paired with a trio of support: a hiring manager, a “culture buddy,” and a “role buddy.” This team provides technical, emotional, and cultural assistance, with regular check-ins to ensure a smooth integration. We could all use a trio like that in life.

Zappo’s onboarding

Zappos’ onboarding starts with a video: in less than six minutes, company culture and the importance of each employee’s contribution are explained.

The video is public, allowing potential candidates to get a sense of the work environment even before joining. It’s a smart tactic, as it helps recruit new talent too. Two birds with one stone!

Google

Unlike the previous examples, Google’s onboarding stands out by placing the manager at the center of the process. The day before a new hire starts, managers receive an automatic notification with five clear tasks to complete:

• Assign a peer buddy.
• Discuss the role and responsibilities.
• Help the new hire meet colleagues.
• Schedule regular check-ins for the first six months.
• Encourage open communication about any issues.

It’s easier to navigate when you know from the start what to do and who to reach out to.

If you’ve made it this far, congratulations: you’ve realized that in today’s competitive job market, where the competition is fiercer than a championship final, good onboarding isn’t just a nice extra—it’s a smart move.

A well-orchestrated welcome not only creates a motivating work environment aligned with company goals but also offers a significant competitive edge. So remember: every new hire is an opportunity to make a difference.