Business is growing. Great!

You’ve decided it’s time to grow your team. The recruiting process is lengthy and costly, but worth it to find a rock star candidate. Turnover is very expensive, often 30-40% of an employee’s annual salary, and can cause extreme shifts in customer service, company culture, and product or service quality. The last thing you want to do is lose them within the first few months. In fact, a recent study said just that: one third of employees are voluntarily leaving a job within the first 90 days. That’s a whole lot of work to do just to have to repeat it in 3 months.

The number one reason people are leaving in the first few months? Company Culture. Either that the culture is negative, unsupportive, or even toxic, or that the culture is not what was projected to the employee. Culture is easy to talk about, easy to make a pretty video about, but the day-to-day of living the team culture is a little harder without the best plan, guidance, and team. One of the ways to combat turnover is to have a strong system for onboarding. Here’s some tips to a great onboarding:


The first day can make or break a work relationship. Having a friend at work can be the difference between job satisfaction and dissatisfaction. Assigning a buddy who is their peer, versus their supervisor, is a great way for them to connect. Have a plan for how your new employee will eat lunch, and with whom.

Make the entrance of a new employee a celebration! Be sure that there is a workspace, computer, tools, and a business card for the new employee. The business card is such a little thing, but it instantly makes them feel like part of the team. Have a welcome care package on their desk or workspace with company-branded swag. Welcome the new team member with a sign, banner, or other decorations – make it fun!


Especially in a smaller business, connection with the owner is essential to the beginning of a team culture. Even in larger businesses, the Owner genuinely connecting with each employee is crucial. When there is a new employee, be sure that the Owner takes intentional time to greet and get to know them. The Owner taking the new employee to lunch – without talking about work – goes a long way toward the employee’s long term happiness. Connect with the employee, know something about their identity outside of work, and learn about their personality.


What are the key things that employees will need to know to be successful? Ask current employees with that job title what they wish they knew. Is there a class that they could take? Is there certifications that are necessary? Put all of these things on a checklist, or as one client calls it the “passport” that the employee has to complete. Include things such as dress code, the company “rules of the game” that have been established, and more.

Beyond the essential functions of the job, check in often with the new employee, and assign a person to do so. If they know that they are cared for, and the supervisor actually listens, then that connection gets even stronger. Don’t forget about a week, a month, or even a year down the line. Open lines of communication are essential.


Establishing a consistent system for onboarding ensures the success of new employees, and in turn your business. That relationship is what it is all about. Connection is everything.


Do you need help with your onboarding systems? Do you have a training program in place? Is your Team Culture struggling? Do you need some ways to reduce your turnover? We can help. Contact us today to schedule a no-cost, no-obligation business analysis today.

About the author,

Director of Marketing, ActionCOACH Columbus

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