Getting New Employees Engaged from the Start

A lot of work goes into recruiting and hiring the talent you need. And there is the cost. If you use a simple, in-house process and have all the supplies for a new employee, you could spend as little as $2,000. However, most companies can expect to pay between $4,000 and $20,000 to hire a new employee, not including salary and benefits. It is a substantial investment. The first days and months are crucial in setting new hires up to be engaged, long-term employees.

You probably already have an onboarding checklist to make sure all necessary tasks get completed. If you haven’t reviewed that list in a while, there may be tweaks you want to make.  You should also have a task list for your team and one for the new employee.

It makes a difference to how welcomed they feel when they accept the job offer and in those first few days on the job. Some companies send out a welcome kit that can include company swag. However, you can get creative and add a $10 gift card to the coffee shop near the work location. A handwritten note from their direct supervisor can be very meaningful and low cost. If there are upcoming team activities outside regular working hours, making a note of them in the welcome package makes it easier for them to plan to participate. They may need to arrange childcare, for example.

Success may be viewed differently from the last company your new hire worked for. It’s important to be clear about what it means to do well at your organization. It is helpful to use concrete examples from past employees and be specific with numbers or data so new hires fully understand. By setting expectations that first week, your new employees will be more likely to achieve the goals being set for them.

During their first week, they should have a schedule of the people in the organization they will be meeting. Some companies have at least one top executive either meet with new hires individually or there is a small group session with that executive. This allows them to not only be introduced to their team but also get a better understanding of the company’s mission and culture from a top leader.

Another best practice is to have another employee designated as their go-to colleague or mentor for the first few months. They will, of course, be working closely with their direct report, but having another colleague to answer questions and make them feel more welcome can increase engagement.

HR can also be more involved by scheduling a one-month out and then a three-month out meeting with new hires to get feedback. Since many organizations now have remote workers or a hybrid working schedule, it’s important to take that into consideration as well. 

According to Deloitte, 79% of organizations agree that creating a sense of belonging for new hires is important for their success—but only 13% say they’re ready to address the trend. Starting new employees out the right way can improve engagement. What will your organization do in 2025?