The Power of Connection: How to Make Inclusion and Belonging a Priority in Onboarding

Are you a hiring manager or HR leader looking to improve your onboarding process? Or perhaps an individual contributor looking to make a difference in welcoming new team members? In this article, we explore the benefits of prioritizing inclusion and belonging during onboarding and provide actionable tips for creating a welcoming and supportive environment for new hires.

The Importance of Inclusion and Belonging During Onboarding

The hiring process is a delicate dance that provides many opportunities for a misstep. By the time the ideal candidate surfaces, there has been significant investment from both sides. Before long, it’s time to think about that new hire’s first day. Spoiler alert: this is usually the part in the story where things go downhill, at least from the new hire’s perspective.

Some companies and teams excel in onboarding new employees and take advantage of this crucial time to prioritize the experience of their new hire. All too often though, connection and the social experience of onboarding are deprioritized. Designing an inclusive onboarding program that is grounded in a sense of belonging for new hires safeguards your very big investment in them.

Research shows that employees typically make the decision to stay or leave within the first 6 months of the job, meaning those early days are critical to get right. The opportunity to prioritize inclusion and belonging during onboarding is inexpensive but has big payoffs. For example, inclusive onboarding can help reduce employee turnover and increase retention rates. A study by Glassdoor found that organizations with strong onboarding processes improve new hire retention by 82% and productivity by over 70%.

Taking Action for Inclusive Onboarding

It is up to each of us to seize that opportunity and not just the hiring managers out there. You don’t have to be in charge or even senior to make a difference. We can all kick things off on the right note for our new teammates by our actions and thoughtfulness.

As a Hiring Manager or HR:
Make onboarding a priority by creatively addressing inclusion and belonging in your current process. You don’t have to boil the ocean to make a difference, start with something small like welcoming the new hire with a few lines on why they are the best person for the job. It is incredible what a little bit of validation will accomplish.

As an Individual Contributor:
Encourage your new teammate by taking the time to welcome them and opening up a bit about your own experience at your company. Rather than the usual and slightly impersonal “happy to have you” or “let me know if you have questions” emails, try going a bit deeper. Validate that being new is difficult, share your insights or experiences and encourage them to reach out to you as a resource. A little vulnerability can go a long way—in fact, research from Stanford suggests that simply knowing that other people had to overcome insecurities increases individuals’ sense of belonging and performance, especially for people who are underrepresented.

Here’s a quick note you could send to your new teammate:

Hi [NEW HIRE],

Welcome to the team! I am eager to work with you and wanted to send you a few lines on my experience at [COMPANY]. We're so happy to have you on our team because [REASONS]! I know the first few months can be a bit overwhelming.

When I first joined, [YOUR STORY - DID YOU EVER FEEL OVERWHELMED, INSECURE OR EXCLUDED?]. So if you ever want to talk or you have questions, let’s throw some time on the calendar.

Have a great first day!
[YOU]

Culture is more than those company values posted on the website; it is our everyday decisions and approaches to working together. The onboarding process is a crucial time to prioritize inclusion and belonging for new hires. Designing an inclusive onboarding program that is grounded in a sense of belonging for new hires can safeguard your investment in them and increase their likelihood of staying with the company. Whether you're a manager or colleague, taking the time to welcome new team members and share your experiences can go a long way in making them feel included and valued. By prioritizing inclusion and belonging during onboarding, you set everyone up for a valuable partnership on both sides.