Beyond Day One: How to Build a Workplace Where People Want to Stay

You’ve probably heard the phrase, “You never get a second chance to make a first impression.” Well, in the workplace, that first impression isn’t just about a warm welcome on day one—it’s about what happens in the days, weeks, and even months that follow.

Here’s the reality: 1 in 4 employees quit because they weren’t onboarded effectively. And nearly 40% leave within the first six months. That’s a lot of lost talent, time, and money.

So, how do you create an onboarding experience that keeps people engaged, motivated, and ready to grow with your company? It starts before day one.

Preboarding: Setting the Stage for Success

Preboarding is the bridge between signing the offer letter and the first day on the job. It’s where you build excitement, provide clarity, and ensure new hires feel prepared before they even walk through the door. A few key steps can make a big difference:

Send a welcome email with key details and next steps.
Get tax forms, contracts, and IT setup out of the way beforehand.
Ensure emails and logins are ready to go before day one.
Assign a point of contact to help ease first-week nerves.

Simple, right? A little effort upfront leads to a smoother transition and a more confident new hire.

Onboarding: More Than Just Paperwork

Onboarding is not just about filling out forms, getting a tour of the office (or Slack channels), and setting up an email signature. It’s about integrating new employees into your culture, equipping them with the tools they need, and helping them feel connected and valued from day one.

A solid onboarding program should:

Introduce employees to the company’s mission, vision, and values.
Set clear expectations for their role.
Help them set professional development goals.
Teach them how to navigate company tools and systems.
Build relationships with mentors, managers, and peers.

When done right, onboarding leads to higher retention, faster productivity, and increased engagement. Sounds like a win-win, right?

The First 90 Days: A Roadmap for Success

A great onboarding process doesn’t stop after the first week. It should evolve as employees transition from new hire to productive team member.

Day 1: Welcome & Orientation

Warm welcome session (No awkward silences—make it engaging!)
Office tour or virtual introductions
Overview of mission, vision, and company values
Company policies, procedures & handbook
Lunch with team members (Food = instant connection)

Days 2-5: Getting Up to Speed

System logins, payroll, and office procedures
Setting professional development goals
Understanding key performance expectations
Introduction to learning tools & training resources

Weeks 2-3: Learning Through Shadowing

Observing team members in action
Participating in meetings and discussions
Building relationships with mentors and colleagues
Hands-on practice with support

Weeks 4-12: Transitioning into the Role

Moving from learning to contributing
Taking ownership of tasks and projects
Receiving ongoing feedback from mentors
Continuing skill development

Day 30 & 60 Check-Ins

One-on-one meeting with the manager
Reviewing progress, addressing challenges
Adjusting development goals based on feedback

Days 90-180: Continuous Growth

Ongoing learning and development
Monthly coaching sessions
Performance evaluations and feedback

The Secret Sauce: Coaching & Feedback

Great onboarding doesn’t just dump information on employees and hope they figure it out. It should be a mix of learning, doing, and coaching.

The coaching process should follow this simple framework:

Communicate what the employee will learn
Demonstrate the skill or task
Allow them to try it (hands-on learning!)
Assess and provide feedback

This cycle keeps employees engaged and ensures they feel confident in their roles.

Final Thoughts: It’s Not Just About Day One

A new hire’s experience isn’t just about the first day—it’s about what happens Beyond Day One. Preboarding and onboarding set the foundation for long-term success, helping employees feel valued, connected, and empowered to grow within your company.

If you want people to stay, give them a reason to.

So, how’s your onboarding process looking? If you’re still relying on “sink or swim,” it might be time for an upgrade.