Onboarding Experiences

Examples of great onboarding experiences

Why have an onboarding experience?

Are you looking for ways to make a lasting impression on your new hires?

Do you wish your onboarding process could excite and inspire employees while setting them up for success?

Are you searching for real-world inspiration from companies that have mastered the art of employee onboarding?

If so, you’re in the right place.

Onboarding is your chance to wow your new hires, reinforce your company culture, and build the foundations of a loyal, productive workforce. It’s about more than just making a good first impression – it’s about creating an experience that integrates employees into your organisation and sets them up to thrive.

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What we'll cover

In this article, we’ll share 10 real-life examples of great onboarding experiences from companies renowned for their innovative and impactful approaches. Whether it’s Google’s personalised buddy system, Zappos’ immersive cultural programme, or Airbnb’s preboarding excellence, these examples will show you exactly what the best do differently – and why it works.

We’ll also dive into actionable insights and ideas to help you:

  • Craft a structured onboarding process that delivers results
  • Align your onboarding program with your organisation’s core values and mission
  • Build an onboarding experience that drives employee engagement and retention

By the end of this article, you’ll have plenty of inspiration and examples to help you rethink your onboarding strategy and deliver a world-class onboarding experience.

Why a great onboarding experience matters

The onboarding process is the foundation for the entire employee lifecycle within your organisation. For many new hires, their first few weeks set the tone for how they perceive the company, their team, and their role. 

A positive employee onboarding experience can make the difference between a disengaged employee who quickly moves on and a motivated contributor who stays and thrives in a business.

The benefits of great onboarding

  • Retention starts here: Research shows that organisations with a strong employee onboarding program experience 69% higher retention rates for new hires. By building a connection early, you can reduce the costly churn associated with employees leaving within their first year.
  • Increased productivity: A structured onboarding experience ensures employees gain the tools, knowledge, and confidence they need to contribute effectively. Without proper onboarding, employees may flounder, delaying their impact and creating frustration for both them and their managers.
  • Cultural alignment: Onboarding is your first opportunity to immerse employees in your company culture and core values. This alignment helps them understand not just what the organisation does, but how and why it does it.
  • Boosted engagement: A thoughtful onboarding experience creates excitement and connection. Employees who feel welcomed and valued are far more likely to stay engaged, motivated, and committed to their roles.

The costs of poor onboarding

  • Turnover costs: Losing an employee costs 30-50% of their annual salary, factoring in recruitment, training, and lost productivity.
  • Low morale: A disorganised onboarding leaves new hires feeling unsupported and disconnected, which can quickly spread to their teams.
  • Lost potential: Employees without clear performance expectations or proper training struggle to perform, slowing organisational growth.

Onboarding is more important than ever

The workplace has undergone a huge shift in the past decade, with hybrid and remote work becoming the norm and younger generations bringing new priorities to the table. Millennials and Gen Z employees are now more likely than ever to seek employers whose core values align with their own, prioritising flexibility, inclusivity, and a sense of purpose in their roles. At the same time, they’re moving between jobs more frequently. 

This all means that employers who fail to provide a meaningful onboarding process risk losing talent quickly in today’s competitive job market.

 

Here are some examples of the best employee onboarding experiences:

Google: the buddy system and data-driven support

Google’s onboarding is a data-driven structured onboarding process designed to support new hires in a personalised manner. 

One standout feature is the buddy system, where every new hire is paired with a seasoned team member. This buddy provides guidance, introduces key contacts, and offers day-to-day support for six months.

Google also uses analytics to continuously improve the onboarding flow. For instance, they identified that regular manager check-ins during the first week lead to better employee satisfaction and productivity.

 

Why it works:
  • The buddy system provides a personalised connection and ensures that employees feel supported from the start.
  • Data-driven refinements mean the process evolves based on feedback and results.

 

Key practices:
  • Standardised onboarding materials ensure consistency.
  • Managers are reminded to schedule regular check-ins to discuss goals and address challenges.

Zappos: immersive cultural orientation

Zappos places its company culture at the heart of its onboarding. New employees participate in a four-week programme where they learn about Zappos’ history, customer-first approach, and quirky traditions. 

To ensure alignment with their ethos, Zappos offers new employees $2,000 to leave if they feel the company isn’t the right fit.

 

Why it works:
  • The emphasis on cultural alignment ensures long-term cohesion within teams.
  • The financial incentive acts as a filter, retaining only those who truly connect with the company’s values.

 

Key practices:
  • Roleplays and interactive workshops train employees on customer-centric practices.
  • Weekly activities build team bonds and deepen cultural understanding.

Airbnb: preboarding excellence

Airbnb takes onboarding to the next level with a robust preboarding experience. Before their first day, new hires receive a welcome pack that includes branded merchandise, a digital onboarding guide, and a personalised note from leadership. 

The onboarding programme includes sessions that highlight Airbnb’s focus on community, belonging, and inclusion.

 

Why it works:
  • Preboarding sets a positive tone, reducing first-day anxieties.
  • The focus on inclusion fosters a strong sense of belonging early on.

 

Key practices:
  • Interactive sessions educate employees on how Airbnb integrates diversity into its operations.
  • Team-building exercises facilitate cross-department collaboration.

Microsoft: empowering hybrid employees

Microsoft’s employee onboarding process is designed for flexibility, catering equally to in-office and remote employees. New employees are provided with a digital onboarding toolkit, complete with access to resources like Microsoft Teams and SharePoint. 

Virtual sessions with leadership ensure all employees feel connected to the company’s mission.

 

Why it works:
  • The hybrid approach ensures every employee, regardless of location, has equal access to onboarding resources.
  • A strong focus on digital tools keeps the experience seamless.

 

Key practices:
  • Interactive Q&A sessions allow employees to engage with senior leaders.
  • Customised learning tracks help employees develop role-specific skills.

HubSpot: Long-Term Training and Development

HubSpot’s onboarding is built around its six-month-long Foundations programme. Employees are introduced to the company’s tools, mission, and values before progressing into role-specific training modules. The programme also includes access to HubSpot Academy, which offers self-paced courses on marketing, customer service, and company products

 

Why it works:
  • A structured, phased approach ensures employees build a solid foundation before diving into specialised training.
  • Continuous learning opportunities enhance engagement and growth.

 

Key practices:
  • Peer-to-peer mentoring sessions help employees learn from experienced colleagues.
  • Regular progress reviews ensure employees stay on track.

Pinterest: KnitCon for connection

Pinterest’s onboarding features KnitCon, a week-long event where employees share personal skills, hobbies, and passions. This unique approach fosters collaboration and strengthens bonds across different departments.

 

Why it works:
  • KnitCon bridges the gap between personal and professional connections, fostering a sense of community.
  • Employees learn how their colleagues’ interests contribute to creativity at work.

 

Key practices:
  • Workshops designed to explore how hobbies can enhance problem-solving skills.
  • Networking sessions that promote cross-team collaboration.

Netflix: trust-based onboarding

Netflix’s onboarding prioritises autonomy, encouraging employees to take ownership of their roles from day one. Training sessions focus on decision-making and the practical application of Netflix’s principles of freedom and responsibility.

 

Why it works:
  • Empowering employees early builds confidence and fosters innovation.
  • Clear communication of values creates a cohesive workplace culture.

 

Key practices:
  • Role-specific scenarios to help employees practise independent decision-making.
  • Ongoing feedback sessions to ensure alignment with expectations.

Twitter/X: seamless preboarding

Twitter/X’s onboarding included the “From-Yes-to-Desk” programme, which begins the moment a candidate accepts their offer. Employees receive access to their login credentials, a personalised schedule, and introductory materials before their start date.

 

Why it works:
  • Employees are prepared and confident on their first day, reducing stress.
  • Early introductions to teammates foster familiarity.

 

Key practices:
  • A “Meet Your Team” preboarding session ensures a warm welcome.
  • Role-based FAQs address common questions ahead of time.

Apple: thoughtful first days

Apple’s onboarding emphasises preparation and clarity. New employees receive a welcome pack containing branded items and cutting-edge technology. Managers dedicate the first day to setting goals and outlining performance expectations.

 

Why it works:
  • A strong emphasis on preparation shows respect for employees’ time and contributions.
  • Clear expectations reduce uncertainty and promote focus.

 

Key practices:
  • One-on-one manager meetings on day one to align goals.
  • Interactive tools for self-paced learning.

Square: gradual responsibility building

Square’s onboarding is designed to help new hires ease into their roles. Weekly milestones introduce new tasks gradually, giving employees time to learn without feeling overwhelmed. Dedicated onboarding workspaces allow employees to focus on mastering their responsibilities.

 

Why it works:
  • Incremental learning reduces stress while maintaining progress.
  • Clear milestones keep employees motivated.

 

Key practices:
  • Regular check-ins with mentors ensure employees stay on track.
  • Tailored training resources for each role.

How to create a great onboarding experience

Revamping your onboarding process may seem like a daunting task, but with a step-by-step approach, you can build an effective onboarding process that engages new hires and aligns with your organisation’s goals. Here’s how to get started: the first step to improving your employee onboarding program is understanding your current strengths and weaknesses. An audit helps you pinpoint areas for improvement and align your onboarding practices with your organisation’s mission and core values.

step 1

Conduct an onboarding audit

The first step to improving your employee onboarding program is understanding your current strengths and weaknesses. An audit helps you pinpoint areas for improvement and align your onboarding practices with your organisation’s mission and core values.

Steps to conduct an onboarding audit:

  • Survey recent new hires: Ask for feedback on what worked well and what could have been improved. Focus on their experiences during their first week, training sessions, and cultural integration.
  • Meet with hiring managers and team leaders: Gather insights on how well new hires integrate into teams and meet performance expectations.
  • Review Your Materials: Evaluate your onboarding guide, training resources, and onboarding flow. Are they clear, engaging, and up to date?
  • Track metrics: Look at retention rates for employees within their first year and time-to-productivity metrics.

step 2

Define clear goals for your onboarding programme

Once you’ve identified the gaps, set clear goals for what you want to achieve with your employee onboarding experience. These goals will guide your efforts and help you measure success.

Examples of onboarding goals:

  • Reduce turnover among new hires within their first year by 20%.
  • Shorten time-to-productivity for new employees by providing role-specific training earlier in the onboarding process.
  • Increase employee engagement by integrating cultural workshops or team-level bonding activities.

step 3

Build a comprehensive onboarding plan

With your goals in mind, create a detailed plan for your structured onboarding process. Break the onboarding journey into phases to ensure no step is overlooked. Below are some examples of what you may want to do for each phase.

  • Pre-boarding – Send a welcome pack with branded merchandise and a personalised note. Share resources like schedules, login credentials, and access to the onboarding.
  • Day one – Schedule a warm welcome with introductions to the team and a virtual or in-person team lunch. Provide an overview of the company’s mission, values, and structure.
  • First week – Assign a mentor or buddy for support. Focus on practical training, such as tools, systems, and workflows.Set clear short-term goals for the new employee.
  • First 90 days – Offer ongoing training to build new skills.Schedule regular check-ins with managers to review progress and answer questions. Foster relationship building through cross-departmental collaborations.

step 4

Create a user-friendly onboarding flow

Design your onboarding flow to be intuitive and engaging for both employees and managers. Technology can play a significant role in streamlining this process – this is something that we help lots of companies with. 

Steps to create an effective onboarding flow:

  • Centralise resources: Aim to house all onboarding materials, schedules, and training modules in one place
  • Leverage automation: Automate repetitive tasks, such as sending reminders or assigning training modules, to save time for HR managers and hiring managers.
  • Include visual milestones: Use progress trackers or progress bars to show employees their completion status and upcoming steps.

step 5

Involve key stakeholders

Improving onboarding isn’t a solo effort. Collaboration with key stakeholders ensures that every aspect of the process is well-rounded and effective.

Who to involve:

  • HR teams: Oversee the overall onboarding process and ensure compliance with company policies.
  • Team leaders and managers: Help set performance expectations and provide role-specific insights.
  • Existing employees: Share feedback and offer mentorship to new hires.

step 6

Pilot and test your onboarding programme

Before rolling out changes across the organisation, test your new employee onboarding program with a small group of new hires. Use their feedback to fine-tune the process.

How to pilot effectively:

  • Choose a department or team with upcoming hires.
  • Monitor their onboarding journey and collect feedback at key milestones.
  • Adjust your materials, schedule, or tools based on what worked and what didn’t.

step 7

Gather continuous feedback

Effective onboarding must constantly evolve and improve. Regular feedback ensures you stay aligned with employees’ needs and company objectives.

How to collect feedback:

  • Surveys: Distribute surveys at the end of each onboarding phase to gather feedback on clarity, support, and satisfaction.
  • Focus groups: Hold discussions with recent hires to identify gaps and opportunities for improvement.
  • Manager reviews: Ask managers to evaluate how well new hires meet expectations post-onboarding.

step 8

Measure success and refine

Define KPIs to track the success of your onboarding experience. Use metrics like those below to evaluate the effectiveness of your changes and identify areas for further improvement.

Key metrics to measure:

  • Retention rates: Track how many new hires stay beyond their first year.
  • Time-to-productivity: Measure how quickly employees reach key milestones or meet initial goals.
  • Employee engagement: Use engagement surveys to assess how connected employees feel to the organisation.

Ready to transform your onboarding experience?

A great onboarding process is the foundation for long-term employee success and engagement. By evaluating your current approach, setting clear goals, and implementing a structured onboarding process, you can create an experience that not only inspires new hires but also aligns them with your company’s mission and values.

The examples shared in this article demonstrate how leading organisations have turned onboarding into a competitive advantage. Now it’s your turn. 

At Electric Circus, we specialise in helping businesses like yours create onboarding experiences that inspire and engage. Whether you’re starting from scratch or looking to refine your existing programme, our team has the expertise and creativity to craft a highly innovative solution tailored to your needs.

Let us help you design a world-class onboarding experience that leaves a lasting impression on every new hire. Get in touch with us today and let’s build something extraordinary together.

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