Employee engagement -- or disengagement -- begins even before your employees' start date. Maximize the chances of a positive and productive partnership by delivering a solid employee onboarding experience.

1. How To Transform Onboarding to
Kick-Start Employee Engagement
“Research indicates that workers have three prime
needs: Interesting work, recognition for doing a
good job, and being let in on things that are going
on in the company.”
- Zig Ziglar

2. Sick of going through the strenuous undertaking
of hiring a new employee just to have them leave
before onboarding is over?

3. Of course you are.
The remedy? Employee engagement.

4. All aboard!

5. • The likelihood of new
employees sticking around depends
on how engaged they feel.
• Employee engagement depends
heavily on the following five
achievements...

6. 1. Bringing on new employees without
struggle or awkwardness.
2. Getting them to work harmoniously
with their designated teams.
3. Creating adherence to the broader
corporate culture.

7. 4. Equipping every new hire with the
tools and data essential for team
contribution.
5. Establishing a staffing value system
that encourages long term employee
tenure.

8. Routine work

9. • From the first email after hiring
through training and integration,
every touchpoint matters.

10. • Ensure that every stage gets the job
done thoroughly so that onboarding
runs like a well-oiled machine.

11. Creating a smooth journey

12. Give a warm, informative welcome.
• After recruitment, the hiring manager
should:
• Send a warm welcome email to
the incumbent with an official
offer and appropriate forms.
• Share aspects of the corporate
culture and expectations.

13. Clarify and help acclimate.
• Go over general housekeeping issues.
• Sign off on fundamental policy
understanding.
• Reiterate employee benefits.
• Clarify that the recruit’s expectations
are realistic.

14. Keep in touch.
• Reinforce the rapport built up in
prior touchpoints.
• Give new hires a sense of value by
reaching out and checking in.

15. Anticipate their arrival.
• A new hire may feel wary, excited,
eager, or any other emotions.
• Preparation and understanding are
key here. Have a schedule, assign
supplies, and line up mentors.
• Your actions will affect a new hire’s
perception of the company.

16. Facilitaterelationships.
• Highlight and encourage
cooperation, coordination, and
collaboration.
• Bring all relevant managers,
stakeholders, peers, and outside
vendors into the new employee’s
arena to speed up the employee
onboarding.

17. Educate.
• While training the new hire make
sure to connect their responsibilities
to your company's:
• Expectations
• Vision
• Mission statement
• Operational procedures

18. Communicate.
• Provide feedback and accept
feedback.
• Assess how well reality matches
expectations.

19. Reaching your destination

20. • Create a schedule that covers all
critical touchpoints.
• Use the steps outlined about as
suggestions, not a definitive guide,
to shape your onboarding process.

21. Master the onboarding process.
Reduce employee churn and boost ROI by treating
employee onboarding as a critical step in the EX
journey.

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