8 onboarding tips to help new employees settle in comfortably

Author - Andrew Arkley

The employment process is a notoriously lengthy and painful experience. So it’s imperative, once you’ve found the right person, you do everything you can to keep hold of them.

Here are ten simple ways to ensure new employees settle in quickly and comfortably.

1) Be the boss you’d want to have

Take a second to consider your ‘ideal’ boss.

● What specifics would make them stand out?
● How supportive would they be?
● How would they manage their time?
● What would they avoid doing?

This is the boss you should strive to be. Of course, there’ll never be a ‘one boss fits all’ mould as employees and companies differ. However, in an unfamiliar, daunting environment, just considering your new recruit’s point of view will make them feel welcomed.

2) Implement flexible working early

Flexible working lowers employee turnover rates by 25% and provides a mutually beneficial platform for both employer and new recruit. Employees get to reinforce what they’ve learnt in a relaxed, comfortable environment and you can spend the time prioritising your own tasks or assisting staff you may’ve neglected.

Implementing flexible working early will also help you schedule future workloads appropriately. New employees’ remote work will provide a good indication of their abilities when working relatively unassisted.

3) Hold anonymous in-company surveys

Anonymous surveys provide a good opportunity for feedback, particularly if you’re hiring multiple employees simultaneously. The anonymity of a survey allows new starters to express honest opinions without feeling the pressure of needing to give the “right” answer.

They also provide insight from longer serving employees who may feel neglected, should too much focus be being invested in new recruits.
Surveys will give you a range of opinions from different rungs of your company’s hierarchical ladder, helping you gain clarity on areas where your company may be flourishing or flailing.

4) Don’t hide new employees away

Natural light is a powerful tool. Research from the World Green Building Council in 2014 found placing people at well-lit desks may afford them up to 46 minutes more sleep per night.

During the induction process these extra minutes help recruits feel more receptive and engaged, so avoid pushing them onto the dark and dreary desk in the corner.

5) Project the right image

Four fifths of employees worldwide citing a lack of appreciation as a key reason for leaving their job. Therefore, whether a new employee stays or goes is often a reflection on the workplace, rather than the work.

There’s no secret to it: the most successful employers combat this by being relentlessly complementary. 97% of employees want simple recognition for their contributions, so remembering to say “good work” or “you’ve done a good job with this” will go a long way. New employees will be pleased their participations are already contributing positively, while feeling satisfied their work is being acknowledged.

6) Go beyond the open-door policy

Curve the trend by going above and beyond the outdated open-door policy.
Where most companies feel the open-door policy is sufficient, more attentive employers will go out of their way to ensure recruits feel well-managed and supported.

By simply restructuring your day, you can use small five-minute intervals to better support new employees. This could be something as easy as checking in with them, making sure they know what they’re doing and answering any questions, big or small.
This could really be the difference between a new employee feeling supported or neglected.

7) Set a comprehensive training programme

Employees joining your workforce will likely have varying skill sets, with previous experience spanning a range of disciplines. With 86% of millennials more likely to stay in jobs offering career training and development, it’s worth investing time and resources into creating a comprehensive training programme.

By introducing and enforcing a well-rounded pathway covering all aspects of the role, you should quickly get more confident employees who are happier in their position.

Combining novel tasks with familiar activities also allows recruits to quickly gain competency without overstretching them.
If your new staff are satisfied they’re progressing, without feeling overwhelmed, they’ll generally be happier and unlikely to look elsewhere for work.

8) Use all resources effectively

Every hiring process involves an abundance of documents and paperwork, all with valuable information that is often criminally underused.
A resume isn’t only a tool candidates use to showcase their experience and abilities – it’s also a useful summary of their character.

The personal statement gives you knowledge of their interests, so you can help them feel more welcomed by initiating conversations on these topics.
Equally, a contract can be an opportunity for you to highlight your company’s benefits, perks or compensation that may not be immediately apparent.

These topics are frequently awkward for employees to introduce, while taking the time to talk through any queries employees may have reassures them you and they are on the same page. Ultimately, using every available resource extensively will keep your company approachable yet transparent, maximising a new employee’s faith in you and your company.


It’s important to remember that in some cases a recruit simply isn’t a correct fit with your company, regardless of how comfortable you make them feel.
With a staggering third of employees leaving their job in the first 90 days, taking the time to refine your onboarding techniques will maximise your chances of retaining new staff and may save you time and money in the future.

A worthwhile investment.

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