Boost new hire engagement with our onboarding checklist

By David Lawrence |

In the fierce world of business, a winning team of the right people is worth its weight in gold. They are the backbone of the entire operation, and will often be the deciding factor on the level of success of the company.

You have probably spent a significant amount of time recruiting that ideal person. So why waste that investment by not ensuring that they settle into their new surroundings quickly and have the right tools to do the job?

This is often referred to as onboarding, and here are the key factors to consider. Get them nailed down, and your new hire will reach their maximum capabilities and provide that return on investment in no time at all.




Once you’ve confirmed the new individual, you should look to introduce them to the team immediately. After all, they will need to feel part of the big happy family. Besides, it’s not only beneficial for the new recruit, but it’s also important for your existing staff to know who has joined and what is happening.

One of the easiest ways to do this is to not only introduce them individually but also in the next team meeting. This will make it far easier and quicker for the new hire to meet multiple people at the same time, see the wider picture and strike up positive relationships.

As individuals are starting to return to the office, why not arrange to go for a drink after work or arrange to go out for lunch with those that are physically in and available.


Great communication should be at the heart of all business operations. And it’s never more pertinent than when you hire a new team member. The manager-worker relationship has a crucial role to play in their happiness and motivation in the workplace.

Essentially, it’s a way to make them feel more comfortable; you should aim to achieve that goal as quickly as possible.

If there’s a gap between the hiring and their first day, you should make the effort to stay in touch. Keep them updated and reaffirm your excitement at the prospect of having them join the team. Get them feeling great about the business and their career before they’ve even started. It can only help your long-term challenges too.

Maintaining great levels of communication throughout their time with the company is vital. However, doing it in those early stages is more important than ever. Do not forget it.

Company Policies & Terms

The new hire also needs to be aware of the way things are done throughout the company. Every business has its unique characteristics, and educating your latest team member on yours is pivotal. Without that knowledge, they’ll soon feel alienated by their surroundings, and that’s the last thing they need.

Every company uses specific buzzwords and philosophies to drive their business forward. Embracing these at the earliest stage is essential, and is something you can start to do even before their first day. Just remember that, at least in those early days, the methods are more important than the productivity.

It’s easier to develop and nurture a skill than change it completely. Ensuring that the new member follows expected behaviours and culture opens up far better collaboration too.


Entering new surroundings is always going to be a testing time (especially with the remote working element) but the right vibes will go a long way to settling their nerves. Arguably the most important element is to make them feel wanted and as part of the team.

If you fail to accomplish that goal, you’ll be left with an individual incapable of reaching their full potential, either individually or as part of the team.

During the early period, you may be tempted to cut corners. However, that will do very little to inspire confidence or trust. Providing them with all the tools such as a laptop, network access and any other items they need to do their job should be progressed with urgency.

Satisfying these basic needs won’t only encourage the person to feel appreciated, but it will cement those feelings of belonging. Without them, the new member will feel uneasy which will be extremely damaging to their settling in period. Avoid it all costs.


In addition to feeling wanted, the new addition needs to feel at home in the new work surroundings. Familiarity is a crucial element for their adaption to the job.

More of us are returning to the office, even on a partial basis, and as such, you should be sure to show them around the building the first time they visit.

This includes areas and departments that they may not use, such as the software development area and any physical warehouses.

That basic understanding of the company’s culture and DNA can make a world of difference. Once again, it’s about making the person feel as comfortable as they can at the earliest stage possible.

Be Fun And Accessible

As long as work is completed, there’s nothing wrong with having a little fun and in fact, greater enjoyment will actively boost the atmosphere and general workflow.

Humour and laughter definitely have a place in breaking down barriers and furthermore, can encourage increased trust and confidence. This can be especially important if they need to visit you with an issue.

Providing that accessible front is vital in those early days. No new team member is going to settle in perfectly without a single hiccup. But if they don’t feel ready to speak to you, you’ll never be able to help them overcome those battles. As well as wasting time and money, it could drain their satisfaction too.

Besides, it will be easier for you to manage any awkward situations that might arise too.

Track Progress

If you are serious about turning the new hire into a key asset, feedback is essential. Praising good points will ensure they maintain those habits. Meanwhile, addressing room for improvement can have a monumental impact on productivity and profitability.

Your greatest responsibility as a manager is to provide continued guidance and coaching. This is the foundation of helping them develop their skills and personality. At the same time, it gives you far greater insight into the situation too. Good points and bad.

After all the effort of hiring a new team member, a successful onboarding process is the hallmark of an effective manager, to get the best out of any individual.

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Good luck!

David Lawrence

Written by David Lawrence

David is the founder of Vine Resources.


Why Vine Resources?


For more than 15 years, we’ve been providing talent solutions for clients from fast growing start-ups to established brands, providing contract resources, permanent hires and project solutions.


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