When I founded UnitiQ, I knew from the start that building a successful company wasn’t just about developing a new method for HR Services - it was about bringing the right people on board and setting them up for success. One of the most critical areas for doing that is the onboarding process. I’ve seen firsthand, in other companies, how a poor onboarding experience can leave new employees feeling isolated, confused, and unmotivated. I wanted to make sure that wouldn’t happen here.
To me, onboarding is much more than just paperwork and introductions - it’s the first real interaction between the new hire and the company, and it can shape their entire future with us. If done right, it builds loyalty, boosts engagement, and increases productivity. Done poorly, it can leave a lasting negative impression that’s hard to shake. So, I made it a priority to design an onboarding process that reflects our values and sets our new hires on the path to success.
Let's dive into how we make Onboarding process internally and helping our customers takling it right.
To me, onboarding is much more than just paperwork and introductions - it’s the first real interaction between the new hire and the company, and it can shape their entire future with us. If done right, it builds loyalty, boosts engagement, and increases productivity. Done poorly, it can leave a lasting negative impression that’s hard to shake. So, I made it a priority to design an onboarding process that reflects our values and sets our new hires on the path to success.
Let's dive into how we make Onboarding process internally and helping our customers takling it right.
What is Onboarding and Why It Matters
Onboarding at UnitiQ is a comprehensive process designed to integrate new employees into the company. It’s more than just a welcome - it’s about giving new hires a deep understanding of who we (or customer) are, how we work, and what we stand for. We also make sure they have the tools and training they need to hit the ground running.
One thing I’ve learned over the years is that effective onboarding is critical for retention. A study by SHRM showed that companies with strong onboarding programs see a 70% increase in productivity and an 82% improvement in employee retention. From my own experience, I’ve seen the truth in those numbers. If you can make employees feel comfortable and capable from day one, they’re much more likely to stay and thrive.
It’s also important to note that most new hires make the decision to stay at a company within the first six months. This is why the onboarding process is so critical during this period. According to our research, 86% of employees decide whether they’ll stay long-term within their first half-year on the job. Companies that invest in onboarding see a 25% reduction in turnover—and that’s a metric we’re always aiming to improve.
One thing I’ve learned over the years is that effective onboarding is critical for retention. A study by SHRM showed that companies with strong onboarding programs see a 70% increase in productivity and an 82% improvement in employee retention. From my own experience, I’ve seen the truth in those numbers. If you can make employees feel comfortable and capable from day one, they’re much more likely to stay and thrive.
It’s also important to note that most new hires make the decision to stay at a company within the first six months. This is why the onboarding process is so critical during this period. According to our research, 86% of employees decide whether they’ll stay long-term within their first half-year on the job. Companies that invest in onboarding see a 25% reduction in turnover—and that’s a metric we’re always aiming to improve.
How We Structure Onboarding at UnitiQ
Define Clear Goals and Objectives
Before a new hire even walks through the door, we sit down and get clear on what we want from the onboarding process. For us, it’s about speeding up adaptation while improving both productivity and engagement. We set clear, measurable goals for the onboarding period, ensuring that the new employee not only feels integrated into the team but also starts contributing early on.
I remember my early days in various companies, where onboarding was barely more than filling out forms and sitting through dull presentations. I always felt like I was left to figure things out on my own. That’s not the experience we want to create at UnitiQ.
Create a Detailed Plan
We don’t leave anything to chance when it comes to onboarding. We create a comprehensive, step-by-step plan that covers everything from the preparation of the workplace to long-term development goals. Every part of the new hire’s journey is mapped out.
Before a new employee’s first day, we make sure their workspace is fully set up, their computer is ready, and all the necessary software is installed. This includes things like office supplies and personal touches that make the space feel welcoming. We also prepare an **information pack** that includes our company policies, key contacts, and an overview of the company culture. This way, they have everything they need to feel informed and confident right from the start.
Assign Mentors and Support
One of the best things we do is assign each new hire a mentor. I’ve been the new person in companies where I had no one to ask for help, and it can be overwhelming. At UnitiQ, every new employee is paired with an experienced team member who helps them navigate those first few weeks. This mentor isn’t just there to answer technical questions—they’re also there to help the new hire get acquainted with the company culture, social dynamics, and the way we work.
Mentorship has proven to be invaluable. Not only does it make new employees feel supported, but it also speeds up their integration into the team, helping them form connections faster and start contributing more meaningfully.
Design a Structured First Day
The first day at UnitiQ is a big deal. We’ve learned that how a new hire feels on day one can shape their entire perception of the company. I make sure that their first day is a mix of structured meetings and informal interactions.
We kick things off with a welcome meeting, where the new hire sits down with HR and their manager to go over the day’s plan and address any questions. From there, we take them on a **tour of the office**—if they’re in-person—and make sure they know where everything is, from the kitchen to the meeting rooms.
Then comes the team introduction. I’ve been in companies where I barely knew who my coworkers were for weeks. At UnitiQ, we bring the new hire into the team right away. Everyone introduces themselves, and the new employee gets to know their immediate team members in a relaxed, welcoming setting.
We also get them started on basic training. On day one, we introduce them to the tools and systems they’ll be using, making sure they have access to everything they need. We also take time to explain our **corporate policies**—from our values to our standards of behavior—so they know what’s expected of them.
At the end of the day, we sit down with the new hire to check in. We ask how they’re feeling, what questions they have, and if they need anything. This feedback loop ensures they feel supported and aren’t left to figure things out alone.
A Plan for the First Week
While the first day sets the tone, the first week is all about diving deeper. We set clear goals for the week, giving the new hire tasks that allow them to start contributing immediately. These could be anything from small projects to shadowing a team member.
We also introduce training sessions to help them get up to speed with our processes, tools, and systems. It’s a lot to take in, so we pace it out carefully, making sure they’re never overwhelmed.
We always schedule a team lunch within that first week—whether in person or virtual. It’s a great way for the new hire to bond with their team in a more casual setting. Building those early relationships is key to feeling integrated into the team.
A Long-term Development Plan
Onboarding doesn’t stop after the first week. Once the new hire is settled, we start working on a long-term development plan. This plan focuses on both short-term and long-term goals, ensuring the employee’s personal and professional growth within the company.
We sit down with the new hire to map out what success looks like for them—both in their current role and as they progress within the company. This might include additional training, skill development, and future project involvement. Having this plan in place gives them a clear sense of direction and helps them feel like they’re moving forward.
We also hold regular feedback sessions - not just from us to the employee, but also from the employee to us. We want to hear how their experience has been so far and where they think we can improve. This helps us continuously refine our onboarding process.
Ongoing Training and Development
Training doesn’t end after onboarding. At UnitiQ, we believe in continuous learning. We offer various training programs—both in-house and online—to help employees stay sharp and improve their skills. Whether it’s learning a new technology, improving leadership abilities, or diving deeper into their role, we make sure they have the resources they need to succeed.
One thing we’ve implemented is access to online learning platforms, where employees can take courses on their own time. This allows them to learn at their own pace and revisit materials whenever they need.
Involvement in Key Projects
Getting involved in important projects early on helps new hires feel like they’re part of the bigger picture. We don’t believe in having new employees sit on the sidelines—they’re brought into meaningful work as soon as they’re ready. This builds their confidence and helps them integrate more deeply with their team.
Before a new hire even walks through the door, we sit down and get clear on what we want from the onboarding process. For us, it’s about speeding up adaptation while improving both productivity and engagement. We set clear, measurable goals for the onboarding period, ensuring that the new employee not only feels integrated into the team but also starts contributing early on.
I remember my early days in various companies, where onboarding was barely more than filling out forms and sitting through dull presentations. I always felt like I was left to figure things out on my own. That’s not the experience we want to create at UnitiQ.
Create a Detailed Plan
We don’t leave anything to chance when it comes to onboarding. We create a comprehensive, step-by-step plan that covers everything from the preparation of the workplace to long-term development goals. Every part of the new hire’s journey is mapped out.
Before a new employee’s first day, we make sure their workspace is fully set up, their computer is ready, and all the necessary software is installed. This includes things like office supplies and personal touches that make the space feel welcoming. We also prepare an **information pack** that includes our company policies, key contacts, and an overview of the company culture. This way, they have everything they need to feel informed and confident right from the start.
Assign Mentors and Support
One of the best things we do is assign each new hire a mentor. I’ve been the new person in companies where I had no one to ask for help, and it can be overwhelming. At UnitiQ, every new employee is paired with an experienced team member who helps them navigate those first few weeks. This mentor isn’t just there to answer technical questions—they’re also there to help the new hire get acquainted with the company culture, social dynamics, and the way we work.
Mentorship has proven to be invaluable. Not only does it make new employees feel supported, but it also speeds up their integration into the team, helping them form connections faster and start contributing more meaningfully.
Design a Structured First Day
The first day at UnitiQ is a big deal. We’ve learned that how a new hire feels on day one can shape their entire perception of the company. I make sure that their first day is a mix of structured meetings and informal interactions.
We kick things off with a welcome meeting, where the new hire sits down with HR and their manager to go over the day’s plan and address any questions. From there, we take them on a **tour of the office**—if they’re in-person—and make sure they know where everything is, from the kitchen to the meeting rooms.
Then comes the team introduction. I’ve been in companies where I barely knew who my coworkers were for weeks. At UnitiQ, we bring the new hire into the team right away. Everyone introduces themselves, and the new employee gets to know their immediate team members in a relaxed, welcoming setting.
We also get them started on basic training. On day one, we introduce them to the tools and systems they’ll be using, making sure they have access to everything they need. We also take time to explain our **corporate policies**—from our values to our standards of behavior—so they know what’s expected of them.
At the end of the day, we sit down with the new hire to check in. We ask how they’re feeling, what questions they have, and if they need anything. This feedback loop ensures they feel supported and aren’t left to figure things out alone.
A Plan for the First Week
While the first day sets the tone, the first week is all about diving deeper. We set clear goals for the week, giving the new hire tasks that allow them to start contributing immediately. These could be anything from small projects to shadowing a team member.
We also introduce training sessions to help them get up to speed with our processes, tools, and systems. It’s a lot to take in, so we pace it out carefully, making sure they’re never overwhelmed.
We always schedule a team lunch within that first week—whether in person or virtual. It’s a great way for the new hire to bond with their team in a more casual setting. Building those early relationships is key to feeling integrated into the team.
A Long-term Development Plan
Onboarding doesn’t stop after the first week. Once the new hire is settled, we start working on a long-term development plan. This plan focuses on both short-term and long-term goals, ensuring the employee’s personal and professional growth within the company.
We sit down with the new hire to map out what success looks like for them—both in their current role and as they progress within the company. This might include additional training, skill development, and future project involvement. Having this plan in place gives them a clear sense of direction and helps them feel like they’re moving forward.
We also hold regular feedback sessions - not just from us to the employee, but also from the employee to us. We want to hear how their experience has been so far and where they think we can improve. This helps us continuously refine our onboarding process.
Ongoing Training and Development
Training doesn’t end after onboarding. At UnitiQ, we believe in continuous learning. We offer various training programs—both in-house and online—to help employees stay sharp and improve their skills. Whether it’s learning a new technology, improving leadership abilities, or diving deeper into their role, we make sure they have the resources they need to succeed.
One thing we’ve implemented is access to online learning platforms, where employees can take courses on their own time. This allows them to learn at their own pace and revisit materials whenever they need.
Involvement in Key Projects
Getting involved in important projects early on helps new hires feel like they’re part of the bigger picture. We don’t believe in having new employees sit on the sidelines—they’re brought into meaningful work as soon as they’re ready. This builds their confidence and helps them integrate more deeply with their team.
Measuring Onboarding Success
So, how do we know if our onboarding process is working? We take a two-pronged approach.
First, we collect feedback from new hires. We ask them to rate their experience, from how well they understand the company culture to whether they felt supported by their mentor and team. This can be done through anonymous surveys or personal interviews. We also ask for their suggestions on what could be improved.
Second, we track key performance indicators (KPIs) like retention rates, employee satisfaction, and time to full productivity. For example, we might look at how long it takes new hires to become fully productive compared to our target, or we might track how many training modules they complete. These KPIs help us identify areas of strength and potential improvement.
Example KPIs:
By combining feedback with data, we get a clear picture of where our onboarding process is working well and where we can improve.
First, we collect feedback from new hires. We ask them to rate their experience, from how well they understand the company culture to whether they felt supported by their mentor and team. This can be done through anonymous surveys or personal interviews. We also ask for their suggestions on what could be improved.
Second, we track key performance indicators (KPIs) like retention rates, employee satisfaction, and time to full productivity. For example, we might look at how long it takes new hires to become fully productive compared to our target, or we might track how many training modules they complete. These KPIs help us identify areas of strength and potential improvement.
Example KPIs:
- Retention Rate: Target 90%, Current 85%
- Satisfaction Rating: Target 4.5/5, Current 4.2/5
- Time to Full Productivity: Target 3 months, Current 3.5 months
- Completion of Training Modules: Target 100%, Current 95%
By combining feedback with data, we get a clear picture of where our onboarding process is working well and where we can improve.
Final Thoughts on Onboarding
Onboarding isn’t just about getting someone into a seat and giving them a laptop—it’s about creating a meaningful connection between the employee and the company. If you can make people feel valued, supported, and prepared from day one, you’re setting them up for long-term success.
At UnitiQ, we’ve seen firsthand how a well-structured onboarding process can transform a new hire’s experience. It helps them feel like they’re part of something bigger, right from the start. For me, that’s what it’s all about - building a team that’s not just productive, but also deeply engaged with the company’s vision and values.
At UnitiQ, we’ve seen firsthand how a well-structured onboarding process can transform a new hire’s experience. It helps them feel like they’re part of something bigger, right from the start. For me, that’s what it’s all about - building a team that’s not just productive, but also deeply engaged with the company’s vision and values.
Do you need help creating a smooth and effective onboarding experience for your new hires?
My team and I are here to make sure your onboarding process is not only efficient but also engaging, setting the right tone for long-term success. Whether you're looking to improve retention, boost productivity, or enhance your company culture, we'll work with you to design a tailored onboarding strategy that fits your unique needs. Let us take care of the details, so you can focus on growing your business with confidence.
Contact me directly:
My Telegram and LinkedIn Profiles.
Contact me directly:
My Telegram and LinkedIn Profiles.