How To Create & Run A Successful Onboarding Programme

The first few weeks of a new employee starting at your company is stressful for everyone.

The individual is anxious about learning the ropes at a new firm, your employees are worried about how this person will fit into the existing group, and you, as the manager, are worried about all this and more.

It is imperative for managers to create onboarding programmes to help new staff quickly and easily adjust to your corporate culture.

This process, also called orientation, is beyond just a quick overview meeting, or even a training session; in fact, it is dedication by the boss to help the new staff join the group in the quickest, easiest and most productive manner.

After all, remember that what the individual learns in the first month is going to affect their performance for the rest of their time at your company.

What Does A Successful Onboarding Programme Include?

Welcome Committee

The first day should always be dedicated to helping the incoming new employee learn the basics of your firm.

To start, you should designate a welcome committee who will greet them and show them around.

Make sure your receptionist is aware that a newcomer is joining the team that day so she can show them in right away and explain where you will be waiting.

If you are not available, designate a member of staff to provide a walkabout the area, explaining where their cubicle or office is, where the eating area is, where the bathroom is located, etc.

Make sure the person is introduced to all the relevant people they will need to interact with to do their job.

As well, tell the newcomer who to turn to s if they have questions going forward.

At the end of the first day, take the time to quickly meet with this individual and ask if they have any concerns.


Many companies have a set of training sessions or videos they show to new employees.

These often include sexual harassment videos and the like.

However, as an employer, you must remember that training cannot be confined to one session.

Prior to the employee’s first day, you should consider what the individual will need to learn about job responsibilities, corporate policies and the like.

Then, you should review what materials are available, and supplement anything that isn’t included.

You may want to write down the details of the person’s job responsibilities so that they can refer to the notes throughout the first month or so.

Remember to check in regularly with the new hire to make sure they are understanding everything and have no questions.


A final vital part of the onboarding programme is regular feedback.

You must remember that a new employee will be worried about how they perform, and wonder if they are doing the job right.

This is why it is important for you to provide daily feedback in the first few weeks about how this individual is doing; providing praise for accomplishments and tips on how to improve what has gone wrong.

Thanks again

Mark Williams

Head of Training and Development

(Image by Bigstockphoto)

Management Blog Call To Action

Management Share Blog Button

Mark-WilliamsMark Williams

Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.

Leave a Reply

Your email address will not be published. Required fields are marked *