“The beginning is the most important part of the work.” Plato
Let’s be honest: starting a new job can feel a bit like being the new kid at school. You’ve got the tools (laptop, login, maybe a Zoom link), but you’re wondering:
- Where do I go?
- Who do I turn to?
- What’s the vibe here?
At Strategic Positioning Inc., we believe onboarding isn’t just about systems, forms, or compliance. It’s your first tangible expression of culture, and it sends a clear message:
You’re not just a hire. You belong here.
Onboarding the Whole Person
Every new team member brings more than skills. They bring purpose, personality, and potential. And our onboarding should meet them there:
- Emotionally: Feeling seen and safe matters from day one.
- Relationally: Knowing who to talk to is just as important as what to do.
- Professionally: New hires want to understand how their role supports the mission.
That’s why we say: Don’t just onboard the employee. Onboard the person.
4 Ways to Onboard with Intention (and Humanity)
- Start Before Day One
A quick message from leadership, a short video on company values, or a “what to expect” note shows that you’ve planned for them. A welcome playlist or digital coffee invite adds heart. - Introduce the Whole Self
Tools like the Birkman Method help people understand how they prefer to communicate, what they need under stress, and how to thrive in your culture. It gives managers real insight and builds mutual understanding fast. - Build Relationships Early
People don’t stay for ping-pong tables. They stay for people.
Intentional one-on-ones with:- Teammates
- Cross-functional collaborators
- Leaders
- Subject Matter Experts
…all help build trust faster. Assign a “culture guide” or onboarding buddy who’s equipped to answer the real-world questions.
- Connect Their Work to the Mission
From Day One, help them see how their role contributes to something larger. Whether they're an engineer, admin, or customer advocate, they matter. That clarity builds pride and motivation.
Final Thoughts
Onboarding is your first handshake with the culture. And if you're building a Healthy Organization, it’s not just about efficiency. It’s about belonging.
When people feel known, seen, and connected early, they:
- Learn faster
- Trust sooner
- Contribute more
- Stay longer
A few thoughtful touches and human moments go a long way.
Because in the end, the best onboarding doesn’t just say “welcome.” It says: “We’re in this together.”
Leadership Tips: Onboarding That Builds Trust and Belonging
- Show Up Personally
Send a short welcome message or schedule a 5-minute call with each new hire. A personal connection with leadership in week one signals care and accessibility. - Model Vulnerability
Share a story about your own onboarding experience, what helped, what didn’t. It humanizes you and encourages openness from the start. - Bridge to Peers and Experts
Facilitate early introductions, not just to their manager or team, but to internal subject matter experts. Help them know where the wisdom lives in your organization. - Create a Role Clarity Conversation
Host a short check-in within the first 10 days to confirm:- What success looks like
- How their work connects to broader goals
- What they need to thrive
- Encourage Relationship Ownership
Coach new hires to take initiative in building internal connections. Offer a few names and suggest starting points like "Ask them about..." or "Shadow them on..." - Recognize Early Wins
Find a small moment to celebrate something they did well in week one or two. Early affirmation reinforces their value and boosts confidence.
Is that everything you need to hear? Are you ready to start?
