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Best Practice - onboarding

Use cohorts - Feeling of going through it together

Build meaningful connections

Managers actively engaged

Not just heads down, self directed

Manage first impressions

Invest in relationship building

Seek feedback

Show success early on

Implement the basics before the first day

Make the first day special

Engage leadership in onboarding

Set clear expectations on objectives, timelines, roles, responsibilities

What are the key elements to include that LexGo supports?

Theme 1 - Building meaningful connections during onboarding creates a sense of belonging, support and helps newcomers feel associated with the organizations culture and great community

1.1 Sharing the onboarding experience with other newcomers facilitated a sense of belonging and support

1.2 Building meaningful connections during onboarding helped newcomers feel associated with the culture and community

Easier time acclimating to the community and culture

1.3 Building meaningful connections during onboarding supported participants’ ability to work with others across the organization

A lack of connect with others hindered their ability to perform

  • Not knowing what other people in their department do

Theme 2 - newcomers with actively engaged managers / mentors during onboarding experience were easily integrated into organizational norms and created strong working relationships

2.1 Managers - actively engaged supporting the onboarding creates strong work relationships with newcomers

Building trust by leadership being vulnerable during onboarding - making it collaborative

2.2 Mentors - supporter newcomers in learning organizational norms and processes

Able to direct job-related questions or connect socially leads to feeling more integrated in the culture and norms. There’s a lot that isn’t documented and the mentor can fill the gaps.

Mentors helped learn internal processes and systems

Theme 3 - Specific, well executed onboarding plans and accessible, utilizable informational resources set expectations, reduced feelings of being overwhelmed and guided newcomers through onboarding

3.1 Details about the team - names, titles/roles and a recommended frequency for meeting with them on a regular basis

LACKING - just folding someone into things as rthey cam e up felt like a lot of pressure

3.2 information resources only help if newcomers know how to access them

Train on how to find, navigagte and user informational resources

Theme 4 - training that incorporates interaction with others while doing real, meaningful work supported newcomers learning

4.1 - dissatisfaction when training doesn’t include discussion, engagement and interaction

most orgs told newcomers about the org but not as much time letting them engage with the content. Too much information, not enough processing.

4.2 Meaningful work and projects to support learning

Doing the job in the real world is different than being taught in a classroom, and this felt like a classroom.


Theme 5 - Reflection with friends, family and former colleages to help process learning helps


  1. Intentional time and structure for newcomers to build meaningful connections with peers, team members and others.
    1. Have meet and greet meetings already scheduled
  2. Formalize mentorship programs and manager participation throughout onboarding
  3. Create an onboarding plan with details of activities, expectations, important connections, information resources and training on how to access and use info resources.
  4. Leverage real work/projects (meaningful) with interaction during onboarding training
  5. Build in reflection prompts to interactions or require written responses

Onboarding frameworks:

Inform + Welcome + Guide

Stanley Berrin_Executive Summary_463_Virtual Onboarding_Capturing Individual Expereinces and Reflection Practices (1).pdf252.5KB
Onboarding New Employees.pdf2186.2KB