1. Start communicating before your new hire’s first day 2. Set up the employee’s workspace before they arrive 3. Send out a new employee announcement 4. Hold a group orientation 5. Pair new employees with a peer mentor 6. Prepare a collection of new hire resources • Org chart • Employee directory • Facility map • Mission statement • Company history 7. Policies and procedures 8. Educate managers on on-boarding expectations 9. Ask new hires for feedback

I believe the employee experience begins prior to the hire. Onboarding is critical to this. After you hire any new hire, make sure to get feedback from the new hires to improve the processes as you go. Continuous improvement can be put into place in any process. There can also be differentiation in different onboarding groups within a company. I have used text onboarding for some groups and email for others (depending on communication frequency and need). In this day and age electronic communication and frequency and clarity in communication is vital.

First create a process and procedure workflow. Second, let your new hires the steps and process to get them up and running to do their work. Third, ask for feedback on the how was the onboarding and how can you as hiring manager can improve it to help them get their work up and running faster.

Onboarding sets the stage for long-term success, and feedback from new hires is crucial for continuous improvement. I've found quick, informal check-ins combined with structured surveys at key milestones (like the first week, first month, and first quarter) incredibly valuable. It creates space for honest conversations and actionable insights, ensuring new team members feel heard and supported. I'm curious—do you prefer anonymous feedback methods, or direct conversations? What have you found leads to the most authentic insights? "Practical strategies over theory."

Realtime Feedback once the new hire have spent enough time in the system. When the new employee gets confirmed or during the post joining formalities end it up with anonymous response feedback where they have structured questions on how to improve the onboarding process and not to make it generic ask proper questions which you think or sense are very difficult to handle. May be after joining or may be after one month of onboarding that employee is asked to share their experience. We all can sense what's exactly wrong but sometimes need an external validation or confirmation towards those incidents or that approach. Constructive Feedback during the initial tenure can be a goldmine for the CHRO / HR Head.