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When was the last time you truly looked at your company’s onboarding program? Not from the outside, but as if you were a brand-new employee stepping into the unknown. For many CEOs, managers, and directors, onboarding is delegated to the HR department or outsourced entirely. But here’s the question: How many of these leaders have actually experienced their own onboarding program? The answer, unfortunately, is likely very few.
And that’s a missed opportunity.
Experiencing onboarding firsthand can reveal hidden gaps and overlooked areas for improvement. More than that, it’s a chance to connect with new employees at the start of their journey and give them a real sense of your company’s culture and purpose. Let’s dive into four fresh ideas to transform your onboarding into something memorable, effective, and impactful.
1. Create Visible Impact
New employees want to feel like they belong—and what better way to foster this than by involving them in a meaningful activity that benefits the entire company? Imagine having them repaint a wall or redecorate a space used by everyone. It’s simple, but the outcome is lasting. Every time they walk by that wall or room, they’ll feel a sense of pride and ownership.
This approach ties the individual to the collective—showing them that they’re already contributing to something bigger than themselves.
2. The 24-Hour Challenge
First impressions matter, and a defining moment early on can set the tone for an employee’s journey. Consider assigning new employees a real project—not busy work—that must be completed within 24 hours. It could be improving a process, solving a problem, or even innovating an aspect of the company’s operations.
This task should align with your company’s core values. For instance, if excellence is one of your values, this challenge can highlight the importance of going the extra mile. The experience will push new employees to their best, creating a memorable introduction to your culture while fostering teamwork and resilience.
3. Onboarding Across Generations
Onboarding isn’t just for newcomers. What if employees who have been with your company for 10, 15, or 20 years (re-)joined the onboarding process? Pairing long-time employees with new hires fosters mentorship and collaboration. It also serves as a reflective exercise for seasoned employees, reminding them why they joined in the first place and helping them see the company through fresh eyes.
This cross-generational exchange can rejuvenate your workforce and strengthen bonds across teams.
4. The Power of Group Identity
Humans thrive on belonging. Encourage each onboarding group to create their own identity by choosing a name that reflects their spirit or shared purpose. Whether it’s “Class of 2025” or something playful like “The Camels,” this small act fosters camaraderie and connection.
I’ve seen groups take this further by organizing annual reunions or reliving a special onboarding moment, like a team chant, dance, or Haka. These traditions build loyalty and strengthen the bonds formed during onboarding, no matter how far they’ve gone within the company.
Onboarding: The Final Interview
Think of onboarding as an extension of the hiring process. During interviews, you get a glimpse of a candidate’s potential. But it’s only during onboarding that you see how they truly perform under pressure, collaborate with others, and align with your company’s values.
A well-designed onboarding program can help you evaluate whether a new hire is the right fit for your team. It’s not just about welcoming them—it’s about assessing their strengths, adaptability, and potential.
Share your WHY
The most critical part of onboarding? Sharing your company’s WHY. Beyond your mission, vision, or purpose, your WHY explains why your company exists. It’s the driving force behind everything you do.
->Readingtip: Examples of WHY Statements
To make this stick, have a senior leader—ideally the founder—share the WHY through compelling stories. These narratives bring the company’s purpose to life and show new hires how they can contribute to something meaningful. When employees connect with your WHY, they’re more likely to feel engaged and motivated.
Let’s Talk Onboarding
Now it’s your turn: What’s worked well in your organization’s onboarding program? Have you tried any of these ideas, or do you have others to share? Let’s spark a conversation in the comments below—your experiences could inspire the next big change in someone else’s onboarding program.
Are you still looking for more ideas for successful onboarding programs? Please read this article.
And if you’re ready to redefine your onboarding, let’s connect. We’re here to help you discover your company’s WHY that will support onboarding programs that truly make a difference.
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