Onboarding with Intention: Setting the Tone from Day One(November 2025 TogetHR Times)
First impressions matter, and in the workplace, the onboarding process is your chance to make a lasting one. Far more than just completing paperwork and assigning a desk, intentional onboarding is a strategic process that can shape employee engagement, improve retention, and ensure long-term success for both new hires and the organization.
When done well, onboarding becomes a powerful tool for integrating new employees into your culture, setting clear expectations, and building the foundation for strong performance and compliance. Yet, many companies still approach onboarding as a one-day orientation or, worse, a self-directed series of tasks with little human connection. That’s a missed opportunity.
This article explores why onboarding matters and how businesses can create a thoughtful, structured onboarding experience, including the use of 30/60/90-day plans—to set new hires up for success.
Why Onboarding Matters
Onboarding isn’t just a nice-to-have, it’s a critical part of the employee lifecycle. Research shows that a well-structured onboarding program can improve new hire retention by up to 82% and productivity by over 70%. Conversely, poor onboarding is often cited as a top reason employees leave within the first year.
A strong onboarding experience can:
Boost engagement: When employees feel welcomed, supported, and equipped to succeed, they are more likely to feel invested in the organization.
Reduce turnover: A thoughtful introduction to the job and workplace increases the likelihood that employees will stay long-term.
Improve compliance: Onboarding is the ideal time to introduce legal policies, workplace safety expectations, and code of conduct guidelines, ensuring everyone starts on the same page.
Support cultural integration: It provides a chance to share not just what the company does, but how it does it, reinforcing values, behaviors, and communication norms.
Beyond Day One: Building a Strategic Onboarding Program
Successful onboarding doesn’t end after the first week. It’s an extended process that often spans the first three to six months of employment. By taking a phased approach and tailoring the experience to the role and individual, employers can ease the transition, accelerate competence, and build trust from the start.
Here are key elements of an intentional onboarding program:
Preboarding
Engagement begins before day one. Sending a welcome email, providing access to paperwork online, and introducing the new hire to their manager or team can reduce first-day anxiety. Make sure they know where to go, what to bring, and what to expect.
First Day Experience
The first day should be structured, welcoming, and focused on connection. Introduce the employee to their team, provide a tour (virtual or in person), and schedule dedicated time with their manager. Avoid overwhelming them with policies—balance administrative tasks with human interaction.
Training and Job Readiness
In the first week, new employees should begin learning the tools, systems, and processes they’ll use daily. Provide access to job-specific training, assign a mentor or “onboarding buddy,” and ensure they understand how success will be measured in their role.
Using a 30/60/90-Day Plan
A 30/60/90-day plan is a structured framework that outlines key milestones for a new employee’s first three months. It provides clarity on priorities, encourages regular check-ins, and creates a shared understanding of progress.
Here’s a sample breakdown:
First 30 Days: Learn and Observe
Understand the company’s mission, values, and structure.
Learn key systems, tools, and workflows.
Attend training sessions and shadow colleagues.
Begin to build relationships across the team.
Set short-term goals with their manager.
Days 31–60: Apply and Contribute
Begin contributing to projects with supervision.
Offer input during team meetings or brainstorming sessions.
Meet with cross-functional partners or stakeholders.
Receive and reflect on early feedback.
Revisit goals and adjust based on learning.
Days 61–90: Own and Improve
Take ownership of core responsibilities.
Identify opportunities for improvement or innovation.
Develop longer-term goals or a personal development plan.
Deliver results and share progress with their manager.
Complete a 90-day check-in and performance conversation.
Using this structure not only helps employees stay focused and motivated—it also gives managers a roadmap to support development and accountability during the crucial early months.
Tips for Effective Onboarding
Customize by role: Salespeople, engineers, and administrative staff need different types of onboarding. Tailor plans accordingly.
Involve leadership: A quick welcome message or lunch with a senior leader can help new employees feel valued.
Schedule regular check-ins: Don’t leave new hires to fend for themselves after week one. Ongoing conversations help address roadblocks early.
Solicit feedback: Ask new employees what worked well and what could improve. This helps you fine-tune the onboarding process over time.
Document everything: Maintain onboarding checklists and track completion. This supports consistency and compliance across hires.
Intentional onboarding is an investment that pays off in employee performance, engagement, and retention. When new hires feel informed, connected, and supported from day one, they are more likely to thrive in their roles and contribute to your organization’s success.
By moving beyond the basics and adopting a thoughtful 30/60/90-day approach, employers can create a welcoming and structured experience that sets the tone for a productive and fulfilling working relationship.
By Joan Klopfer
