For many companies, engagement efforts begin on an employee’s first day, or worse, not until weeks later. But that’s far too late to make the right impression on your new team member. The most successful organizations understand that engagement starts as soon as the offer letter is signed.
By investing in preboarding and structured onboarding, you set the tone for an employee’s entire experience. These early efforts can make a measurable difference in retention, satisfaction, and productivity.
Preboarding Builds Momentum
Between offer acceptance and day one, silence can be unsettling. Preboarding bridges that gap by keeping new hires connected, informed, and excited.
This can be as simple as a welcome email series, access to an employee portal, or a personal message from their future team. Provide key details, like what to expect on day one, company values, dress code, or where to park. Introduce team members or assign a buddy. These small touches reduce anxiety and help new hires feel like part of the culture before they’ve stepped through the door.
Structured Onboarding Sets the Foundation
Once the employee arrives, onboarding should be more than paperwork and policy handbooks. A structured, intentional onboarding plan that spans weeks or even months helps new team members feel supported and sets them up for long-term success.
Effective onboarding includes:
- Clear goals and milestones for the first 30, 60, and 90 days
- Hands-on training and learning opportunities
- Regular check-ins with supervisors
- Opportunities to connect with coworkers
- Reinforcement of company mission and values
When employees know what’s expected and have the tools to succeed, they’re more confident, capable, and engaged.
Make Engagement a Habit, Not a Handoff
Employee engagement shouldn’t be a one-time event. Make it an intentional, ongoing process that starts before day one and evolves throughout the employee lifecycle. HR teams and hiring managers should work together to craft onboarding experiences that feel personalized, purposeful, and aligned with your culture.
If you wait until the first day to engage, you’re already behind.
Need help strengthening your onboarding and employee engagement strategies? Let’s talk about how to create a workforce experience that starts strong and stays strong.
