“The heart, Osborn. First, we attack his heart”, says the Green Goblin in Spider-Man, but it could just as easily be the motto of a Silicon Valley manager. Here, onboarding is a mission in its own right: companies put everything on the line from day one as they seek to win over new joiners. Pinterest, for example, welcomes them with a group selfie session to help them get to know their colleagues and the core business; Shopify involves them in an online treasure hunt, while Zendesk takes them to visit community projects. First impressions are everything, and not only in Silicon Valley.
Onboarding: is it really necessary?
If you are wondering why effective onboarding is so important, there are some figures worth considering. In the United States, 33% of new managers look for another job within their first six months, while 22% leave the company within their first year. These figures, from a study by Keith Ferrazzi published in Harvard Business Review, highlight an often underestimated issue: the difficulty of integrating new employees effectively into the organisation.
Onboarding alone clearly cannot solve the problem of turnover, which is influenced more significantly by shared company values, attention to employee wellbeing and an appropriate work-life balance. However, as the saying goes, a good start is half the battle. An effective welcome process facilitates integration into the company culture, helps new employees quickly understand their roles and responsibilities, and makes them feel part of the team from day one.
A warm “Welcome on board” brings numerous benefits!
- Improves retention among new starters: when employees feel welcome and included, they are less likely to look for opportunities elsewhere.
- Increased productivity: a structured onboarding process provides new starters with the tools and knowledge they need to become productive as quickly as possible.
- Improved satisfaction: feeling part of the team and having a clear understanding of one’s role increases motivation and wellbeing at work.
Welcome Kit: a gift is always welcome
The welcome kit is like an aperitif before dinner: you do not really need it, but you are happy to sip it.
It demonstrates the company’s appreciation and helps to strengthen new employees’ commitment and loyalty, making every member of the team feel welcome and valued.
Some Welcome Kits are particularly distinctive. DigitalOcean, one of the world’s most popular hosting providers, for example, welcomes new starters in a way that does not go unnoticed. It does so with balloons on desks and gifts such as T-shirts, oversized plush slippers and metal water bottles. Ogilvy & Mather, meanwhile, takes a more understated approach: it provides an elegant box containing an exclusive copy of the ‘red book’ written by founder David Ogilvy, a volume that is not commercially available and can only be accessed by members of the agency. Then there is Deloitte, which focuses on practicality with a kit that includes a stress ball and a resistance band to help employees relax during difficult moments. How thoughtful.
Successful onboarding: learning from those who do it well
Without further ado…
We analysed some of the companies with the best onboarding programmes available.
Miro’s Onboarding
You have probably already heard of Miro, the whiteboard software used by thousands of people and companies around the world. Miro has a growing team of more than 1,000 employees and, although it provides a product designed for remote working, it has offices in Europe, Asia, Australia and North America.
Its onboarding process lasts more than 90 days and follows a 30-60-90 plan, inspired by Michael Watkins’ book “The First 90 Days”. This helps to structure the initial period of employment by defining clear projects and objectives. During the first 30 days, new starters focus on listening and learning, developing an understanding of the organisation, its processes and company culture by engaging with team members and analysing day-to-day operations.
Over the next 30 days, they focus on planning and defining strategies, developing a detailed action plan. Finally, they move on to executing the plan and reviewing progress. Miro encourages new employees to be proactive and independent, with support from managers, who provide guidance and set expectations. This process helps to consolidate the changes and demonstrate tangible results.
Buffer
This social media tool has become a niche leader, known for its complete transparency. Every year, the company publicly shares its profits, costs and salaries, helping it attract new talent. It has operated entirely remotely since it was founded, an approach that employees value highly.
New starters receive five emails before their first day, each providing essential information about the organisation, the team and the role. These include a welcome message, the collection of basic information, introductions to their manager and colleagues, an overview of the work tools and expectations for the first day.
What is particularly distinctive is the “three-buddy system”. Each new employee is supported by a trio comprising the hiring manager, a “culture buddy” and a “role buddy”. This team provides technical, emotional and cultural support, with regular check-ins to ensure a smooth integration. We should all have a trio like this for life.
Zappos onboarding
Zappos’ onboarding process begins with a video: in under six minutes, it explains the company culture and the importance of each employee’s contribution.
The video is publicly available, so candidates can take a look and get a sense of the working environment before they even join. It is a smart approach that also helps recruit new talent, achieving two objectives at once.
Welcome to Google
Unlike the previous examples, Google’s onboarding process is distinguished by the central role assigned to managers. The day before a new employee starts, their manager receives an automated notification with five tasks to complete:
- assign a buddy or “friend”;
- discuss roles and responsibilities;
- help the new starter get to know their colleagues;
- arrange regular check-ins for the first six months;
- encourage open communication about any issues.
It is easier to find your way when you know from the outset what to do and who to contact.
Every new joiner is an opportunity
If you have made it this far, congratulations: you understand that, in a labour market where competition is fiercer than a championship final, effective onboarding is more than a ‘nice to have’; it is an important step.
A well-orchestrated welcome not only creates a stimulating working environment aligned with business objectives, but also provides a significant competitive advantage. When new employees feel supported and engaged from day one, they integrate more quickly and are more likely to remain with the company. So remember: every new arrival is an opportunity to make a difference.
