Onboarding is not a one-day orientation. It is the first impression of what working for you will be like, and it directly affects how long people stay.
Before day one
- Send the contract, start date and reporting location in advance
- Prepare workstation, uniform, tools, ID badge and system access
- Arrange accommodation and transport for relocating employees
- Tell the team who is joining and who will be the point of contact
Week one: orientation and safety
Cover company background, role expectations, working hours, safety rules, reporting lines and how to raise a concern. For operational roles, include a site tour and safety induction. Assign a buddy who can answer small questions.
Days 8 to 30: build competence
Set clear short-term goals and give regular feedback. Hold a check-in at the end of week two and again at one month to find problems early.
Days 31 to 90: build belonging
Review performance against the goals set. Ask the employee what is working and what is not. A short, honest conversation at the 60-day mark often prevents resignations at 90.
Support for international hires
Newcomers also need practical help: bank account setup, SIM cards, local transport, basic cultural orientation, and a way to communicate with family. Employers who help with these things earn lasting loyalty.
