17 Onboarding Activities to Help New Hires Stay

In 8 eight years of my work experience, I’ve been through more onboarding processes than I care to count — some decent, most forgettable, and a few genuinely frustrating. One still stands out. The HR manager greeted me with a quick office tour: “This is the kitchen, this is the coffee machine, here you can put your personal belongings...” And that was it. No team intros. No tools. No next steps. The very next day, I was asked to write a full website landing page — with no briefing, no assets, and no clue who to talk to.

I’m not the only one. Glassdoor’s forums are full of stories from people who felt lost and unsupported for weeks. One post just asks:

“Is thorough training rare these days?”  
And judging by the replies, it’s a fair question.

The truth is, poor onboarding isn’t just a mild inconvenience. It’s a massive missed opportunity. It leaves new hires confused, slows down productivity, and silently chips away at engagement and retention.

But here’s the flip side: when companies get onboarding right, the impact is immediate and lasting.

In their 2023 study, “The First Impression Matters,” Pinco and Crisan from Babeș-Bolyai University put it plainly:

“Onboarding is the first impression an organization gives to its new hires.” 

And just like in relationships, first impressions at work stick. They shape how employees perceive the company, how quickly they ramp up, and how long they stay.

That’s why companies like Dropbox, Salesforce, Google, Mailchimp, Nike, and PepsiCo treat onboarding as a core part of the employee journey, not an afterthought.

And you don’t need to be a global brand to do the same. With the right mix of structure, empathy, and creativity, any company can turn onboarding into a real advantage.

The following 17 onboarding activities, backed by research, real-world examples, and community insight, are here to help you do just that.

What are employee onboarding activities?

Onboarding activities are the building blocks of a new hire’s first experience at your company. They’re not just paperwork and passwords—they are how you show someone, from day one, that they belong.

These activities include everything from welcome kits and team introductions to structured training and regular check-ins. When done well, they help employees feel prepared, supported, and connected before they even open their first task.

Pinco & Crisan define onboarding as a “learning and socialization journey.” It’s a chance to build trust, clarity, and relationships, not just tick boxes on a checklist. They also reference Bauer’s 4Cs model, which breaks onboarding into four key areas:

• Compliance – Legal, safety, and policy information
• Clarification – Understanding role expectations and performance goals
• Culture – Exposure to company values, norms, and team dynamics
• Connection – Building meaningful relationships across the organization 

The best onboarding programs hit all 4. The worst? They leave people wondering why they joined.

If you are not sure where your process lands, ask yourself: “Does our onboarding help new hires feel confident, or confused?” That question alone can tell you a lot.

Why smooth onboarding matters

Onboarding sets the tone. Done well, it gives new hires clarity about their role, confidence in their team, and momentum toward meaningful contribution. Done poorly, it leaves people anxious, disengaged, and questioning their decision to join.

According to Gallup, only 12% of employees strongly agree that their organization excels at onboarding. Yet, research from the Brandon Hall Group reveals that companies with effective onboarding achieve 82% better retention and 70% higher productivity. 

That’s not a small difference. That’s the gap between a company that holds on to talent—and one that constantly scrambles to replace it. Companies with weak onboarding programs lose the confidence of their candidates and are more likely to lose these individuals in the first year.

Clearly, onboarding isn't just a good idea, it’s a strategic advantage. Academic research backs this up, too. Like any first impression, it sets expectations and stays with people long after day one.

You can see this play out in practice. At Salesforce, onboarding is treated as a months-long journey, complete with structured learning tracks, mentoring, and regular check-ins. 

Mannaz, a leadership development firm, takes it a step further, flying new hires to headquarters for internal training weeks before their official start date.

Just browse Reddit, Quora or Glassdoor and you’ll see a pattern: new hires show up to find no desk, no manager in sight, and no real plan. One Redditor put it this way:

“There is nothing worse than starting a new job and realizing that your laptop, desk space, safety equipment, uniform, system access, etc. are not available.”

The difference isn’t just logistical—it’s emotional. Structured onboarding sends a message: You matter. We’re ready for you. And that message sticks.

Preboarding activities (Before day one)

Before a new hire ever walks through the door, or logs in for the first time, you already have an opportunity to make a strong impression. That window between offer acceptance and day one is often wasted. But used well, it can build momentum, reduce anxiety, and signal that you are organized and thoughtful.

Let’s start with 7 onboarding activities that happen before day one.

#1 Send a branded welcome kit

There is something powerful about receiving a physical welcome before your first day. A branded kit, containing things like a company notebook, water bottle, hoodie, or even just a personalized welcome card, says: You are already part of the team.

On Reddit, one HR manager shared how even something as simple as a logoed coffee mug and a signed welcome card made new hires feel instantly appreciated.

Example:  
At Mailchimp, new employees receive a creative “swag box” that reflects their brand’s quirky, inclusive culture. Intuit India goes a step further: New hires receive a box of chocolates and a book that shares the company’s founding story.

It doesn’t have to be expensive. It just has to be thoughtful.

#2 Send a welcome email with a video

A welcome email might sound basic, but done right, it’s incredibly effective. Include a short video from the CEO or team lead, or even a message from the buddy or mentor who’ll be helping them settle in.

That kind of personal touch humanizes the organization before the employee even sets foot inside it.

Example:  
PepsiCo sends video messages from senior leadership, welcoming new hires and reinforcing the company’s mission and values. It’s not just communication․ It’s emotional onboarding.

#3 Ask for a personalized introduction

Ask new hires to share a few fun facts, a favorite hobby, or even a selfie. This can be posted in a team Slack channel, internal newsletter, or shared in the first team meeting. It gives others an easy way to say hello and helps the new person feel seen, not just slotted in.

Example:  
At Google, new employees often create a short intro slide deck about themselves, which is then shared during onboarding. It’s informal, fun, and a great icebreaker.

Reddit users also report using Slack threads or onboarding Trello boards where everyone drops a “Welcome!” message, making things feel immediately inclusive.

#4 Make sure their tech and tools are ready

Few things are more frustrating than starting a new job and having nothing work. No laptop. No logins. No idea what tools to use. And yet, it happens all the time.

One Redditor described starting their job only to find their manager out sick, their equipment missing, and no one around who even knew they were joining.

Make sure these are in place before day one:

• Laptop (configured and shipped if remote)
• Access to key systems (email, Slack, HR portal, etc.)
• A basic “Getting started” guide
• A calendar invite for their first-day check-in 

As Pinco and Crisan point out, onboarding often fails when companies ignore what they call “the informal but crucial practicalities.” Being technically ready is a baseline expectation; meeting it shows professionalism.

#5 Arrange a meetup with the manager and the team

Starting a job without knowing who your manager is, or how to reach them, happens more often than you'd think. It creates anxiety and makes new hires feel isolated from the start.

A brief, informal meetup with their direct manager and team helps break the ice, clarify expectations, and show that people are excited to work with them.

Example:  
Dropbox hosts “Welcome Circles” where new employees meet their core team in a casual, low-pressure setting. It’s a soft landing that sets the tone for collaboration.

Tip: Encourage managers to block 30–60 minutes for a dedicated welcome chat. This is not a performance meeting, it’s a human one.

#6 Conduct an office tour or virtual walkthrough

Yes, it’s a classic—but it matters more than you think. A thoughtful tour helps the new hire feel grounded, comfortable, and more confident navigating their space (whether physical or digital).

Too often, companies gloss over this step or treat it as the entire onboarding experience. My own experience showed just how easy it is to mistake a quick office walk-through for a complete onboarding. Spoiler: it’s not. A tour is helpful, but without follow-up, structure, and human connection, it falls flat.

Example:  
 Google elevates this experience with in-person scavenger hunts that make the tour interactive and team-driven. For remote hires, Salesforce offers virtual walkthroughs of tools, processes, and org structure.

As Pinco & Crisan note, orientation must include more than just facts. It must reduce emotional friction. A clear, warm tour (or digital equivalent) helps accomplish that.

#7 Share their first-day schedule

Waking up for your first day and having no idea what is ahead? It’s unsettling. Even a basic schedule creates structure and a sense of control.

Let your new hire know when their meetings are, what they’ll be learning, who they’ll be meeting, and when their breaks are. Add calendar invites in advance, it shows you are ready for them.

Example:  
At Nike, new employees receive a personalized day-one schedule that includes onboarding sessions, team welcome events, and even protected time to settle in. One former employee shared how this simple step made them feel both prepared and prioritized.

Tip: Leave some space in the schedule for downtime. Overpacking the day can be just as overwhelming as underplanning it.

Team integration activities

Once a new hire has met their manager, gotten their bearings, and completed the basic onboarding checklist, the next step is helping them connect with people. Real people. Integration isn’t just about knowing who’s who, it’s about feeling like you belong.

Here are 6 team-based onboarding activities that help create that sense of belonging.

#8 Host a team lunch or virtual coffee chat

There is a reason food is such a timeless bonding ritual. A casual meal or coffee creates the space for human conversations — music tastes, weekend plans, and favorite memes that strengthen team dynamics.

Example:  
Intuit India assigns a buddy to every new hire, and part of their job is to host a lunch or coffee chat during the first week. Similarly, Zapier uses Slack’s Donut app to randomly pair employees for virtual coffee chats across teams.

It’s low pressure. It’s personal. And it works.

#9 Start a Slack thread with fun intros

First impressions aren’t just made in person. In hybrid and remote environments, Slack (or Teams, or Notion) often is the office. Creating a “Welcome!” thread where teammates can react, reply, and say hello with GIFs, emojis, or inside jokes helps break the ice.

Example:  
Mailchimp’s internal culture encourages humor and creativity, so intros often include fun facts like “I own 14 plants” or “I once lost a trivia contest to an 8-year-old.”

Tip: Ask the new hire for a few “about me” details beforehand, and let someone else post it for them to reduce awkwardness.

#10 Play company bingo

Yes, bingo. Seriously.

Make a 5x5 grid with simple tasks like:

• “Say hi to a designer”
• “Find the quiet zone”
• “Reply to a Slack emoji”
• “Ask someone how they take their coffee”

Offer a small prize for completion. It’s silly. It’s social. It works especially for teams that are big, hybrid, or fast-moving.

Example:  
Several Reddit HR pros mentioned gamifying onboarding this way to help new hires explore culture, tools, and people without the pressure of performance.

#11 Host a team show and tell

Once your new hire has settled in, flip the spotlight. Invite the team to share something non-work-related: a favorite photo, hobby, playlist, or object from their desk.

Then ask the new hire to do the same. It’s a lightweight way to say: You are one of us now.

Tip: This works great as a quick segment during a weekly stand-up or a welcome happy hour.

#12 Organize Ask-Me-Anything (AMA) rounds

Let your new hire ask anything, no matter how small, weird, or obvious it may seem. Do it with their team, or host it cross-functionally. AMAs normalize curiosity and remove the pressure to “already know.”

Example:  
Buffer, known for its radically transparent culture, runs internal AMAs with everyone from interns to the CEO. It builds trust and keeps communication flowing in every direction.

#13 Assign a buddy or mentor

This one’s essential. A good onboarding buddy answers questions, shares context, and models culture—all while making the new hire feel supported. According to the The First Impression Matters review, “peer guidance during onboarding improves both learning outcomes and emotional security.”

When I joined Uteach, my buddy was Armen — and honestly, he made everything 10x easier. He didn’t just answer questions; he actually cared. Made sure I knew where to find stuff, checked in on how I was doing, and even once bought lunch for me:). It wasn’t some formal program. It was just a person who had my back, and that meant a lot.

So, when as an HR you are picking a buddy for the new hire, choose someone who’s not just knowledgeable, but approachable. Someone who remembers what it’s like to be new, and doesn’t mind answering the “silly” questions. Because those are usually the important ones.

Example:  
Airbnb formalized their buddy system to include weekly check-ins, shared onboarding goals, and even mutual feedback after 30 days.

Feedback and check-in activities

You’ve welcomed your new hire, connected them with the team, and gotten them through the first week or two. Now comes the part most companies skip: following up.

According to The First Impression Matters, onboarding should be a “process of reflection and adjustment,” not just an event. That means creating space for feedback both from and for the employee.

Here’s how to do that right.

#14 Schedule weekly 1:1s with their manager

These aren’t status updates. They’re check-ins: “How’s it going?” “What’s unclear?” “How can I support you better?”

Too many new hires go weeks without any direct conversation. Others get daily meetings that are purely task-based. The sweet spot? A recurring, focused 1:1 that’s about the person, not the to-do list.

Tip: Block the calendar invite before day one. Include reflection prompts like:

• What’s one thing that’s going well?
• What’s one thing that’s unclear or frustrating?  

Example:  
Reddit HR professionals recommend templated 1:1s that help managers stay consistent across departments, especially in hybrid environments.

#15 Set 30-60-90 day check-ins

These milestones create structure for both the manager and the new hire. They also send a message: We’re invested in your success, not just your output.

Use them to revisit goals, clarify responsibilities, and plan for next steps. Bonus: they make performance reviews smoother later on.

Example:  
Salesforce builds 30-60-90 day plans into its onboarding LMS, allowing managers to track progress, give feedback, and adjust training as needed. The plans aren’t rigid—they’re collaborative.

#16 Recognize their first wins

Whether it’s wrapping their first project, submitting a great idea in a meeting, or just surviving a tough onboarding week—acknowledge it.

Recognition builds momentum. It reinforces the right behaviors. And it makes people feel seen.

Example:  
 Bonusly, a peer-recognition platform, lets employees send micro-bonuses with comments like “Awesome job presenting to the team today!” Even a simple Slack emoji reaction can go a long way.

Tip: Encourage teammates to call out wins, too—not just managers.

#17 Run an onboarding survey

Finally, don’t assume your onboarding process worked. Ask.

Create a short survey at the end of the first month (and maybe again after 90 days) to learn what helped, what confused them, and what you can improve.

Keep it anonymous if possible. You’ll get better feedback and show that you actually care.

Example:  
Uteach, the employee learning platform, offers survey tools built into its onboarding modules. New hires can rate the helpfulness of resources and flag areas where they need more support right inside the LMS.

Make learning a core part of your onboarding

Most companies treat onboarding as separate from learning and development. But the best is to treat them as one continuous experience.

From the very beginning, employees are learning about systems, values, tools, people, and their role. When you make that learning intentional, trackable, and personalized, it not only boosts performance, but it also shows you're investing in their growth. Uteach allows you to build out a 30-60-90 day onboarding curriculum for each role. 

This is where a platform like Uteach becomes a game-changer. 

On Uteach, you can

• Keep all onboarding materials together, including checklists, tutorials, documents, and videos 
• Support synchronous, asynchronous, or blended learning formats
• Make learning available through your company’s branded mobile app 
• Encourage social and collaborative learning through internal communities 
• Track each employee’s progress with detailed performance reports
• Add quizzes or reflection prompts to reinforce key lessons 

Uteach simplifies onboarding and makes it easier to deliver a consistent, high-quality experience every time. When learning becomes part of onboarding, not an afterthought, new hires ramp up faster, with more confidence and clarity.

Book a demo to find out more about how Uteach simplifies your onboarding process. 

Onboarding is a chance to stay

“We’re ready for you. You belong here.” And you only get one shot at a first impression.

From branded welcome kits to 90-day check-ins, these 17 onboarding activities are designed to help companies of all sizes create smoother, smarter, and more human employee experiences.

Yes, it takes effort. But the return—higher engagement, better retention, and stronger teams—is worth every bit of it.

Start small. Choose three activities you can implement next month. Build from there. Because the way you bring people in sets the tone for everything that comes next.

FAQs

• What is the ideal length for an onboarding program?

It depends on the role, but most experts recommend at least 90 days. This allows for a balance of orientation, learning, and early performance goals.

• Can these onboarding activities work for remote employees?

 Absolutely. Most of the activities listed–like virtual coffee chats, Slack intros, buddy systems, and LMS-based learning–are fully remote-friendly.

• What if we don’t have a budget for swag or software?

Focus on low-cost, high-impact options: personalized welcome emails, first-week agendas, and structured check-ins. Human connection doesn’t cost much.

• How can we tell if our onboarding is working?

Ask. Run post-onboarding surveys at 30 and 90 days. Monitor early retention, engagement, and productivity. Look for patterns in what new hires say or where they struggle.

• Should onboarding be the responsibility of HR or managers?

Both. HR can design the structure and experience, but managers are critical for execution. Employees leave managers more than companies, so manager involvement from day one matters.