14 Key Strategies for Effective Onboarding Meetings

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A successful onboarding process is undoubtedly essential in making new employees feel welcome and comfortable in their new workspace. It lays the foundation for a productive and collaborative work environment, shaping their early experiences and setting them on a path for long-term success. One of the most critical aspects of the onboarding process is the onboarding meeting. It is during this encounter that first impressions are made, questions are answered, and crucial information is shared. But how can you ensure that these meetings are engaging, informative, and impactful? In this blog post, we will be delving into 14 key strategies for effective onboarding meetings that not only foster relationships but also establish clear expectations and goals for the new hire. So let’s jump right in and explore how to turn your onboarding meetings into a catalyst for new employee success.

14 Key Strategies for Effective Onboarding Meetings

1. Clearly define objectives

Establishing a set of well-defined objectives is of paramount importance when it comes to ensuring that onboarding meetings maintain a clear and focused direction. This approach allows new employees to grasp a comprehensive understanding of their roles, responsibilities, and expectations from the very beginning of their tenure. A well-structured onboarding process with specific objectives will not only help new hires to assimilate quickly within the organization, but also set the stage for their long-term growth and success.

Furthermore, crafting these objectives in a clear and concise manner will facilitate effective communication during onboarding sessions, providing new employees with valuable insights into the company’s culture, values, and goals. This, in turn, enables them to align their individual efforts and aspirations with the organization’s strategic mission, fostering a sense of unity and purpose.

Additionally, well-defined objectives serve as a benchmark for evaluating the progress and performance of new employees. Assessing their abilities and achievements against these objectives can provide valuable feedback for both the new hire and management, paving the way for continuous improvement and professional development opportunities.

An organized and intentional onboarding process also demonstrates the company’s commitment to embracing and nurturing fresh talent. This approach can significantly enhance the overall employee experience and job satisfaction, leading to higher retention rates and increased employee engagement levels.

In summary, by establishing a set of well-defined objectives for onboarding meetings, managers and HR professionals can ensure that they are being thorough and efficient in their efforts to integrate new employees into the workforce. This not only benefits the organization in terms of productivity and employee satisfaction but also helps in creating a positive work environment where everyone can thrive.

2. Develop a meeting agenda

Creating an agenda for onboarding meetings is a crucial aspect of securing a smooth transition for new employees and ensuring that they are adequately introduced to the organization. Having a well-thought-out, organized agenda in place helps streamline the conversations during these critical meetings and prevents the unintentional omission of any vital topics or concerns.

By developing a comprehensive agenda, management can ensure that every aspect of the onboarding process is addressed in a logical and timely manner. This includes discussing the company culture, goals, and expectations, as well as introducing new team members to their designated roles, essential procedures, and significant personnel to facilitate their integration into the company.

Additionally, having an agenda for onboarding meetings enables the management to allocate sufficient time for each topic, allowing a thorough understanding and addressing any questions or concerns that may arise. This organized approach to onboarding also provides a professional undertone, showcasing the company’s commitment to its employees’ success and well-being.

Aside from offering a clear structure for the meeting itself, an agenda also acts as a valuable reference point for both the new employee and the management team. By referring back to this document, any areas that may require further clarification or support can be easily identified and remedied. Furthermore, by maintaining a consistent agenda across all onboarding meetings, organizations can ensure that the onboarding experience is uniform for all new employees, promoting fairness and credibility within the workplace.

In conclusion, creating an agenda for onboarding meetings is a pivotal component in facilitating successful integration of new employees and promoting the company’s values and long-term objectives. This systematic approach serves to keep discussions uncluttered, provides a framework for conveying important information, and permits room for addressing individual needs and concerns.

3. Involve key stakeholders

Incorporating managers, team leads, and other pertinent staff members in the onboarding process of new hires is essential, as this approach enables new employees to gain a comprehensive understanding of the company’s culture, values, and work ethics. By involving these experienced professionals, recent additions to the team will gain valuable insight into their roles and responsibilities, ensuring that they are clear on what is expected of them from their first day on the job.

Connecting with a diverse group of team members further fosters a sense of unity and collaboration within the organization. New hires will have the opportunity to observe day-to-day operations, as well as learn various leadership styles and communication methods from their superiors and colleagues. As a result, they can effectively assimilate into the company’s culture and contribute to maintaining a harmonious work environment.

Additionally, involving higher-ups and key personnel in the orientation process allows new employees to establish connections early on in their careers. They can build rapport and a strong professional network within the company, which will come in handy when they need support or want to explore different growth opportunities. A well-established network also encourages open communication and collaboration between team members, which is beneficial for both the individual employees and the organization as a whole.

Moreover, having various team members involved in the onboarding process guarantees that new hires receive accurate and thorough information about the company’s policies, procedures, and expectations. The diverse perspectives and experiences of the managers, team leads, and other relevant personnel will ensure that insights and knowledge shared with newcomers are well-rounded and invaluable.

In conclusion, involving managers, team leads, and other relevant personnel in the onboarding process of new hires is crucial to help newcomers grasp the company’s culture, clarify expectations, and encourage open communication and collaboration. This approach will not only aid in the new employees’ success and satisfaction but also contribute to the overall growth and productivity of the organization.

4. Incorporate company values and culture

Emphasizing a company’s values and culture during the onboarding process plays a crucial role in helping new employees feel more connected and integrated with the organization. By providing a clear vision, mission, and core values of the company, these new team members gain a better understanding of the organization’s expectations and the ethos that underpins its operations, thereby fostering a sense of belonging and alignment.

One of the key aspects of cultivating a strong organizational identity is making sure new hires are well-versed in the company’s policies, ethics, business practices, and beliefs. This enables them to align their personal and professional goals with those of their workplace, creating an ideal environment for collaboration, growth, and success.

Moreover, when new employees are genuinely immersed in the company’s culture, they are more likely to develop meaningful working relationships with their colleagues, which further enhances engagement and job satisfaction. These connections can lead to improved communication, problem-solving, and teamwork—ultimately contributing to the overall productivity and success of the organization.

Another significant aspect of promoting company values and culture during the onboarding process is that it establishes a consistent work environment with clear expectations for everyone. This cohesive atmosphere helps prevent confusion, miscommunications, and discrepancies amongst team members, thereby streamlining operations and minimizing potential conflicts.

Furthermore, by emphasizing company values and culture from the very beginning, organizations can reinforce their commitment to upholding high ethical standards—an increasingly critical component in today’s competitive marketplace.

In summary, emphasizing a company’s values and culture during the onboarding process not only helps new employees foster a sense of connection and integration with the organization but also positively impacts employee engagement, teamwork, productivity, and overall success. By providing a clear understanding of the company’s ethos and expectations, new hires are empowered to fully immerse themselves in their work and actively contribute to the organization’s objectives.

5. Provide essential resources

Supplying new hires with essential resources, including comprehensive company handbooks, in-depth training materials, and easily accessible contact information, plays a crucial role in their success and overall onboarding experience. Providing these resources allows new employees to better understand the company’s culture, policies, and expectations, ultimately promoting a smoother transition into their new roles and fostering a greater sense of belonging within the organization. In addition, properly furnished tools and information not only equip new hires with the knowledge and skills necessary for success but also build a solid foundation for long-term growth and development within the company. By thoroughly addressing the needs of new hires and ensuring their swift and seamless integration, organizations can effectively reduce employee turnover rates, increase overall job satisfaction, and ultimately improve overall workplace productivity and performance. To achieve this positive outcome, employers should dedicate ample time and resources towards the development of clear, concise, and engaging materials that cater to a diverse range of learning styles and preferences, while also fostering open and transparent communication channels between new hires and their colleagues, supervisors, and mentors.

6. Set clear expectations

Clearly outlining job responsibilities, goals, and performance metrics for newcomers plays a crucial role in ensuring a smooth onboarding process and setting them up for success within the organization. By providing a crystal-clear understanding of their roles and expectations, it not only helps to minimize potential miscommunications and misunderstandings but also fosters a sense of belonging and motivation among the new employees.

Job responsibilities are the specific tasks and duties that an employee is expected to perform in their position. By precisely describing the scope of work, including essential functions and tasks, it allows the newcomer to comprehend and efficiently plan their daily, weekly, or monthly activities. This clarity will enable them to prioritize their work, utilize their skills and knowledge optimally, and contribute effectively to the organization’s success.

Additionally, setting up well-defined goals for newcomers helps provide a direction and purpose for their work. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART) to ensure they align with the organization’s objectives and strategies. Moreover, this alignment strengthens the employee’s commitment to achieving both individual and team goals, while also building meaningful connections with their colleagues and the organization as a whole.

Performance metrics, on the other hand, are the quantitative or qualitative measures used to assess an employee’s effectiveness in meeting their responsibilities and achieving their goals. By establishing standard performance metrics, organizations create a transparent and objective framework for evaluating newcomer’s work performance. This empowers the employees to self-monitor their progress, stay focused on achieving their targets, and proactively seek improvement opportunities. Furthermore, it provides managers with consistent and uniform criteria to assess and compare individual employee performance accurately, leading to informed performance appraisal decisions and developmental plans.

In conclusion, a well-structured onboarding process that emphasizes outlining job responsibilities, goals, and performance metrics is vital for newcomers. By setting clear expectations and providing the necessary tools for success, organizations can quickly integrate new employees into the workplace culture and enhance their overall productivity and job satisfaction. Ultimately, this leads to sustained growth and success for both the employees and the organization.

7. Share employee success stories

Sharing the experiences of successful employees can serve as a powerful catalyst for inspiration and motivation for new hires, while also exhibiting the company’s unwavering commitment to fostering employee growth and development. By showcasing the accomplishments of these thriving employees, new hires are given the opportunity to visualize their own potential within the organization, helping them to set goals and aspirations for their career journey.

Moreover, this serves as a means of internal communication that connects new hires with the wider company culture, allowing them to better understand the core values, mission, and work ethic that drives success within the organization. This connection can plant the seeds of camaraderie, collaboration, and healthy competition among employees, further strengthening the bonds that tie the organization together.

Furthermore, by celebrating the achievements of successful employees, the company establishes a culture of recognition and appreciation, boosting morale, and fostering a positive work environment. In turn, this creates a sense of pride and dedication among employees, encouraging them to constantly focus on improvement and personal growth.

Sharing such experiences also allows new hires to gain insights on effective strategies and best practices that have led to success within the organization, providing valuable learning tools which they can apply in their own careers. Additionally, it offers the opportunity for new employees to identify potential mentors or role models within the company, providing them with guidance and support as they navigate their new positions.

These shared experiences can also open up channels for cross-departmental communication and understanding, as employees from different sectors discuss their achievements and the challenges they faced along the way. This promotes an overall sense of unity and shared purpose within the organization, which can positively impact productivity and collaboration on a larger scale.

In conclusion, sharing the experiences of successful employees not only serves as inspiration and motivation for new hires, but also plays a crucial role in building a strong organizational culture which supports growth, development, and success within the company. It helps establish a foundation for lasting internal relationships, promoting personal and professional growth, as well as strengthening the bonds between employees and the organization as a whole.

8. Foster team interaction

Encouraging interaction between new employees and their established team members is an essential aspect of creating a welcoming and inclusive work environment. This proactive approach fosters a sense of belonging, which is integral to the successful integration of new team members. When individuals feel welcomed and included, they are more likely to engage, contribute, and collaborate effectively within their team.

Strengthening professional relationships among colleagues lays the foundation for seamless communication, knowledge sharing, and mutual understanding. When team members are comfortable with one another and are aware of each other’s strengths, weaknesses, and work styles, they can navigate through projects more smoothly, support one another during challenging times, and reduce potential misunderstandings or conflicts.

Furthermore, a solid rapport between employees makes it easier for teams to collaborate on tasks, brainstorm innovative ideas, and maintain a positive work atmosphere. In turn, this strong team dynamic promotes efficiency, creativity, and adaptability, providing a competitive edge for the organization as a whole.

Encouragement of interaction can be facilitated through icebreakers, team-building activities, effective onboarding programs, and informal social events. These forms of team engagement empower new employees to showcase their individual personalities and professional abilities, considerably improving their assimilation into the team.

High-quality work relationships also serve as a motivational tool, driving individuals to excel not only for their personal benefit but as a contribution to the collective success of the team. This increased motivation can lead to enhanced productivity and a greater sense of responsibility. Additionally, employees are more likely to remain loyal to their organization when their colleagues and work environment prove supportive and nourishing.

In conclusion, fostering interaction between new employees and their team members is a vital factor in developing a welcoming environment, solidifying professional relationships, and optimizing overall team dynamics. The positive effects of this approach resonate throughout the organization, leading to superior productivity and employee satisfaction.

9. Offer opportunities for Q&A

Allowing new hires to actively participate and ask questions during the meeting not only provides them with the opportunity to clarify any uncertainties they might have but also fosters an environment of open communication and mutual understanding. This, in turn, helps new employees gain confidence in their comprehension of their new roles and responsibilities within the organization.

When new hires are encouraged to ask questions, it demonstrates that their input and inquiries are valued by the company. This builds a foundation for healthy communication and a positive relationship between management and employees. Furthermore, this practice can also promote productive dialogues and the clear exchange of ideas, which can benefit the entire team.

By engaging in open dialogue, new hires can better identify the specific expectations set by the company, enabling them to be more efficient and effective in their roles moving forward. This can potentially save time and resources down the line, as misunderstandings and miscommunications are minimized.

In addition to fostering a conducive work environment for learning and growth, encouraging new hires to ask questions during meetings can also lead to innovative ideas and fresh perspectives being contributed by these newcomers, which in turn can stimulate continuous improvement and progress within the organization.

Moreover, involving new hires in the discussion and decision-making process early on helps in establishing a sense of belonging and commitment to the organization’s success. It also enables them to feel more comfortable in expressing any concerns about their roles or the expectations placed upon them, ultimately creating a more transparent and inclusive workplace culture.

In summary, allowing new hires to ask questions during meetings is more than just an opportunity for them to seek clarification; it showcases the organization’s commitment to open communication, strengthens workplace relationships, empowers employees to understand and excel at their roles, and fosters innovation and growth for the company as a whole.

10. Establish a mentorship program

Assigning a mentor to each new employee creates a valuable support system, playing a crucial role in guiding them through their onboarding process, easing their integration into the team, and assisting in their overall career development. This innovative approach helps foster a positive work environment by establishing a strong professional relationship between the mentor and the mentee, encouraging open communication, and facilitating a better understanding of the company culture.

The onboarding process can be overwhelming for new employees; however, by having a mentor, the mentee gains immediate access to a reliable source of guidance and information, ultimately speeding up the learning curve. The mentor not only helps with the technical aspects of the role but also provides helpful insights into day-to-day operations, team dynamics, and general expectations.

Additionally, having a mentor encourages new employees to ask questions and address concerns without the fear of judgment, hence nurturing a culture of openness and trust. This relationship fosters continuous learning as the mentee benefits from ongoing feedback, enabling them to quickly identify areas for improvement and capitalizing on their strengths.

A mentorship program also aids in the overall career development of employees. Mentors, typically experienced professionals, have a wealth of knowledge and expertise to share with their mentees, motivating them to grow and excel in their roles. Furthermore, mentors can help identify and overcome skill gaps, access networking opportunities, and provide guidance on setting and achieving career goals.

In the long-term, a mentorship program benefits both the employee and the organization. Employees with a mentor tend to be more engaged, productive, and loyal, as they feel supported and valued within the company. This, in turn, leads to higher employee retention rates, which is beneficial to the overall success of the organization.

Effectively, by assigning a mentor to each new employee, companies create a supportive and nurturing environment that encourages personal and professional growth. Ultimately, these mentorship programs result in higher job satisfaction, enhanced performance, and more knowledgeable and skilled employees committed to the organization’s continued success.

11. Schedule periodic check-ins

Setting up regular check-ins with new employees is a crucial component of a successful onboarding process. By actively engaging in periodic assessments, employers can effectively monitor their progress, identify any potential challenges, and provide continuous support throughout their adjustment period. This proactive approach ensures that new hires are able to successfully integrate into their roles and enables businesses to foster a sense of connection, confidence, and belonging.

One of the primary benefits of scheduling consistent check-ins with new employees is to evaluate their progress in mastering their new job responsibilities. This allows both the employee and the manager to determine if there are any knowledge or skill gaps that need to be addressed, enabling tailored guidance and targeted training moving forward.

In addition, these regular meetings open up channels of communication between the new hire and the management, providing an opportunity to discuss concerns, clarify expectations, and break down any potential barriers hindering their success. By addressing any issues early on, employers can mitigate the impact of these challenges on the employee’s performance and overall well-being.

Regular check-ins also provide an avenue for offering ongoing support and guidance, which can be invaluable for new employees navigating the complexities of their new roles. By leveraging the expertise and insight of more experienced colleagues, new hires are better equipped to tackle any obstacles they encounter head-on, ultimately leading to enhanced job satisfaction and productivity.

Furthermore, consistent engagement with new employees establishes a rapport and promotes a culture of trust and collaboration. By demonstrating that the company genuinely cares about their well-being and success, businesses can foster a sense of loyalty and commitment among their workforce – which can ultimately lead to improved retention rates and a more engaged, motivated team.

Ultimately, scheduling regular check-ins with new employees serves as an indispensable tool for promoting a smooth and successful transition into the organization. By fostering a supportive, open environment, businesses can set the stage for long-term employee success, contributing to a healthier, more prosperous workplace for all.

12. Welcome feedback

Encouraging new hires to actively participate in providing feedback on their onboarding experiences is an invaluable method for companies to identify potential areas in need of enhancement and, in turn, establish a more effective and efficient onboarding process tailored to the unique needs of future employees. In today’s rapidly evolving and competitive business environment, ensuring that new team members are seamlessly integrated into the workforce is crucial to the success of both the individual and the organization.

Engaging newly recruited employees to share their experiences, insights, and suggestions enables companies to maintain a realistic and continually updated understanding of how well the onboarding process is working. This engage-as-you-go approach also facilitates more timely adjustments, ensuring that the process remains relevant, user-friendly, and focused on the needs of new hires.

Moreover, involving new hires in the evaluation of the onboarding process fosters a sense of ownership and positions them as important contributors to the organization’s ongoing improvement efforts – a clear message that their opinions are valued. It may also inspire newfound motivation, higher job satisfaction levels, and increased loyalty among employees since they are more likely to perceive their workplace as supportive, inclusive, and focused on growth.

By seeking and valuing new employees’ perspectives, companies can pinpoint inefficient or ineffective aspects of their existing onboarding methods. These insights enable the organization to address and resolve issues, such as confusing training materials, inadequate explanations of their roles, or insufficient guidance on organizational culture and expectations. As a result, the company can make data-driven changes to create a more streamlined, engaging, and personalized onboarding experience for future recruits.

Furthermore, an improved onboarding process can significantly impact the company’s bottom line by reducing employee turnover rates, minimizing the time it takes new hires to become productive, and increasing overall employee satisfaction. In turn, this fosters a more positive working environment, which benefits the entire organization and enhances its reputation as a desirable place to work.

In conclusion, proactively involving new hires in providing feedback on their onboarding experiences is an excellent strategy for businesses aiming to continually evolve and refine their onboarding strategies. This practice not only uncovers areas that need improvement but also establishes a more efficient and targeted onboarding process for future employees while fostering a more inclusive and supportive work culture. Ultimately, this leads to higher employee satisfaction, increased loyalty and retention, and a more productive and engaged workforce.

13. Offer ongoing training and support

Providing continuous learning opportunities and resources is an essential aspect of fostering personal and professional growth within an organization, particularly for new employees. This approach ensures that individuals can hone their skills, stay current with industry trends, and remain engaged in their positions, ultimately resulting in a more proficient and effective workforce.

Continuous learning opportunities come in various forms, such as training programs, workshops, seminars, online courses, and mentorship initiatives. These diverse options cater to different learning styles and preferences, allowing new employees to choose the format in which they can learn most effectively. By participating in these opportunities, new employees can improve their technical knowledge, soft skills, and overall understanding of the industry and company culture, leading to better job satisfaction and long-term engagement.

Access to valuable resources, such as articles, whitepapers, case studies, and other industry-specific materials, is crucial for new employees to remain informed about the latest trends and best practices in their field. This wealth of information enables them to stay up-to-date on changes in the industry, respond proactively, and adapt their skills accordingly. Moreover, these resources provide insights into competitors’ strategies and innovative approaches, which further inform the employees and support their personal development.

Engagement is a crucial factor for retaining top talent in any organization. By offering continuous learning opportunities and resources, new employees are more likely to feel valued and appreciated – a sentiment that often results in increased motivation, productivity, and loyalty to the company. When employees see that their employer is committed to their growth and development, they are more likely to reciprocate this dedication and contribute to the organization’s overall success.

Moreover, cultivating a workforce that prioritizes learning and development results in additional benefits for the company, such as increased innovation, a more adaptable workforce, and enhanced competitiveness in the market. When employees are equipped with the knowledge and skills to navigate industry changes, they can quickly provide new ideas and solutions, helping the business stay ahead of trends and ultimately leading to increased profitability and success.

In conclusion, providing continuous learning opportunities and resources is essential for new employees to hone their skills, stay current with industry trends, and remain engaged in their positions. A company that supports and encourages the professional development of its employees will not only have a thriving, highly-skilled workforce, but it will also benefit from the numerous advantages associated with an engaged and knowledgeable staff.

14. Monitor and measure onboarding success

Regularly evaluating the effectiveness of onboarding meetings is a crucial practice for organizations that want to optimize the experience for their new employees. By consistently assessing the strengths and areas for improvement within these introductory sessions, companies can ensure that the onboarding process remains a valuable and worthwhile investment for both the employees and the organization as a whole.

One key advantage of frequently analyzing the efficacy of onboarding meetings is that it enables organizations to pinpoint what is working well in the existing process. This could include the way the meeting is structured, the information provided, the resources made available, or the manner in which company culture is being communicated. By recognizing these strengths, companies can build upon these successful aspects to further enhance the onboarding experience.

Furthermore, conducting regular evaluations also helps to identify areas where the onboarding process may require improvement or refinement. This might involve addressing concerns or challenges faced by new employees during these meetings, adjusting the content to ensure relevance to specific roles or departments, or simply finding more effective ways to engage with new hires and make them feel welcome and supported.

In addition to benefiting the new employees, regularly evaluating the effectiveness of onboarding meetings also has a positive impact on the organization as a whole. It contributes to higher employee satisfaction and engagement, which in turn can lead to greater retention and productivity. This investment in the onboarding process is a testament to the value that the organization places on its workforce, by ensuring that all new team members are provided with the essential knowledge, support, and resources to thrive within the company.

Moreover, continuously assessing and fine-tuning the onboarding process keeps it up-to-date and compliant with any changes in regulations, industry best practices, or shifting company values and objectives. This adaptability is vital in a rapidly evolving business environment, allowing organizations to maintain a competitive edge and capitalize on the talent and contributions of their newest employees.

In conclusion, regularly evaluating the effectiveness of onboarding meetings is a key element in maintaining and improving the quality of these foundational sessions for new team members. By identifying and celebrating strengths while addressing areas for adjustment, companies can foster an engaging and supportive onboarding process that not only benefits the individual employees but also contributes to the overall success and growth of the organization.


In summary, effective onboarding meetings are crucial to ensuring a smooth and productive integration of new hires into your organization. By implementing these 14 key strategies, you will not only create a welcoming and positive experience for your new employees but also empower them with the knowledge, resources, and confidence they need to excel in their roles. The result will be a unified and efficient team, improved employee retention, and the ability to capitalize on the full potential of your workforce. So, go ahead and make your onboarding meetings informative, engaging, and memorable, and watch your business reach new heights of success.


What is the purpose of an onboarding meeting?

An onboarding meeting is designed to welcome new employees to an organization, introduce them to their team members and company culture, and provide essential information about their role, expectations, and the resources available to support their success.

Who should be present in an onboarding meeting?

Ideally, the new employee, their direct supervisor or manager, team members, and a representative from human resources should be present in an onboarding meeting. This helps establish relationships, facilitate introductions, and ensure that key stakeholders are available to answer any questions or provide guidance.

What topics are typically covered during an onboarding meeting?

Topics covered during an onboarding meeting may include an overview of the company’s mission, values, and culture, expectations for the new employee’s role, performance objectives, introduction to team members, company policies and procedures, employee benefits, as well as opportunities for training and development.

How long should an onboarding meeting last?

The length of an onboarding meeting can vary depending on the size of the organization, the complexity of the role, and the specific agenda items to be covered. Generally, an onboarding meeting can last anywhere from 1-3 hours, with additional training sessions scheduled as needed over the first few weeks or months of employment.

What should be prepared by the organization before conducting an onboarding meeting?

To ensure a smooth and successful onboarding meeting, the organization should prepare an agenda, gather essential documents and materials (e.g. employee handbook, benefits information, office map, etc.), set up necessary IT accounts (email, software access, etc.), establish a welcoming physical space for the new employee, and communicate expectations and logistics to all attendees.


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