The first 90 days are so important for new hires as this will lay the groundwork for their future with you. Having a well- structured onboarding and training plan does more than provide a good intro to your company. It will help them feel a strong sense of connection, increasing the likelihood of ramp - up and early productivity.
He we provide our proven guide to successful onboarding.
SHRM
A strong onboarding program starts with effective pre- boarding.
Pre-boarding covers the period between offer acceptance and a new hire’s first day. It bridges the gap between hiring and onboarding, keeping new employees engaged, informed, and confident before they even walk in the door. It’s no coincidence that 83% of high‑performing organizations begin onboarding before day one.
Early communication shows new hires they’re valued, reduces first‑day anxiety, and helps them understand the culture and their role. Giving access to tools, documents, and introductory materials ahead of time also speeds up productivity once they start. And when employees feel supported from the beginning, they’re more likely to stay long‑term.
Don’t forget your existing team. Before the new hire arrives, meet with the group—or address it in one‑on‑ones—to clarify responsibilities and answer questions about how the new role fits into the team.
Once pre-boarding is in motion, the focus shifts to the new hire’s first day and the months that follow. A well‑designed onboarding plan blends orientation, training, goal setting, and ongoing support to help employees feel confident, connected, and ready to contribute.
Orientation is the new hire’s first formal touchpoint with the organization. It should create clarity, reduce uncertainty, and set the cultural tone. Core elements include:
Training equips new hires with the knowledge and tools they need to perform effectively. This phase should be structured, practical, and paced to avoid overwhelm. It often includes:
Clear goalsetting give new hires direction and help them understand what success looks like early on. Effective onboarding goals should be:
Consistent feedback ensures new hires feel supported and can course‑correct quickly. A strong feedback rhythm typically includes:
Team Integration helps new hires build relationships is just as important as teaching them the job. Intentional social and collaborative touchpoints might include:
In our opinion assigning a mentor or buddy to every new hire isn’t optional — it’s a strategic advantage. From our experience a blend of internal buddying and external mentorship is best and high‑performing organizations are 2.5x more likely to include mentorship in onboarding, and the impact shows up in new‑hire success and the development of organisational culture.
The match you make during preboarding sets the tone for the entire onboarding experience. Use these principles to create strong mentor and buddy pairings: