Employee experience.

It’s vital to the success of your company.


Not only does it guarantee you recruit the best person for the role but you’re ensuring everyone has what they need for long-term success.


If we neglect any aspect of onboarding or induction, your ship will lose its rudder. Leaving you struggling to move in the right direction, and making your teams work longer and harder to get to your desired destination. Eventually leading to your crew struggling to overcome misunderstandings or even jumping ship entirely.


Ideally, your onboarding and induction will create an environment which ensures everyone understands and embraces what we need for success. With each new crew member, you need to consider how they are supported to navigate the company’s written and unwritten rules.


Will they rock the boat or add stability?

Will they sink or swim?


It’s entirely up to you.


1). Get the best crew for the job.


You’ve advertised, interviewed and got some great candidates. No matter how good your onboarding, induction and training programs are, choosing the wrong person won’t just cause your new hire to jump ship, but potentially established team members as well.


Decide fast. Decide wisely. Choose people who have are the best cultural fit, with the right experience and aspirations. Only then will you get a crew working together in harmony, ready to sail towards that next goal.


2). Prepare for success


Onboarding is all about planning for the journey ahead.  It’s about helping each crew member get their bags packed and ready to set sail with us into uncharted waters.


Are you preparing them appropriately?


From signing their contract to how you introduce them to their crew mates. What are you doing to ensure everyone is ready for the journey ahead?



  • Step up and call.


You’d be surprised at the companies who only use email to welcome their new hires. Not only is it impersonal, but it can come across as incredibly lazy.

Don’t let that be you. Give your new hire a personalised and positive welcome. Call them, be welcoming and set the scene for what they can expect from you in the coming days.

    • Double-check
      Asking for personal preferences. Such as, double-checking their personal contact details (like email), and their preferred name.
    • Get online
      Let them know when to expect any online (or paper-based) contracts and forms to come through. Get out contracts and forms quickly. Use online systems which bypass snail mail so you can stop struggling with outdated paper forms and contracts. With everything electronic, you will increase the efficiency of your new hires and your HR teams ensuring a smooth and seamless process for all.
  • Inform the crew
    Let all key stakeholders know about their new crew mates. You’re navigating this journey alongside them. The better we are at knowing everyone involved, the more productive and efficient we are in reaching our destinations.
  • Talk to the team
    Talk to their direct supervisor and team. Have them plan the first day and week. Set a clear agenda and goals. Helping your new hire gain clarity on your expectations will go a long way to in making their first week a positive one.
  • Go beyond the basics
    Every team members want to feel special. It shows you care and helps break the ice. Have their work desk set up, their login details printed out, also have their first-week schedule printed detailing every meeting and break. This will help them understand how they fit into the team, meet other crew members and feel part of the company’s future.

You set the scene. The more prepared you are, the better of the experience will be for your crew, and the new hire.


3). Make them part of the Crew


The bags are packed and they’re ready for the first day.


Will they sink or swim?


Now is the time to build momentum. Companies who delay or avoid the induction process will see their new hires remain usnure of what you expect from them and they’ll jump ship at the earliest opportunity. So, what can you do?


  • Set expectations
    Share information, online courses, and employee handbooks before the first day. Let them come to you ready to ask questions. Share the goals and outcomes you expect them to deliver in their first week and month. Make it realistic, actionable and achievable. Also, let your new hire know how you will measure this.
  • What are the unwritten tools for connection?
    Is there a subject everyone enjoys discussing (the latest reality show? Or podcast?), what local lunch venues do you recommend?
    Use team building meetings in this first week to share some fun facts and build connections between the crew. It’s a great way to create success from the very beginning.


4). Are you ready to be the Captain?


A successful team needs everyone to be ready to set sail at a moments notice. Having your bag packed and knowing the tools we have at our disposal ensures everyone is ready and willing to support each other. No matter the conditions we’re sailing into.


This won’t happen by accident. Successful onboarding and induction take careful and ongoing attention to detail. Getting it right will set everyone up for success.


Are you ready?