Retaining Talent: Why Onboarding Matters

For SMEs and non-profits, retaining talented employees is as important as hiring them. The onboarding process plays a critical role in ensuring new hires feel welcomed, valued, and equipped to succeed in their roles. Effective onboarding not only boosts employee engagement but also reduces turnover and increases productivity from day one. 

Here’s how to create an onboarding process that keeps new hires engaged and sets them up for long-term success. 

1. Start Before Day One 

A successful onboarding experience begins before the employee’s first day: 

• Send a welcome email with key information, such as start times, dress code, and who to contact for questions. 

• Provide an agenda for their first week, including meetings, training sessions, and introductions. 

• Deliver any necessary equipment or access credentials in advance, especially for remote employees. 

These steps show new hires that your organisation is organised and prepared for their arrival. 

2. Introduce Your Mission and Values 

Non-profits and SMEs often have unique missions that attract employees. Reinforce this connection during onboarding: 

• Share the history and goals of your organisation. 

• Explain how the employee’s role contributes to your mission. 

• Highlight your values through stories, videos, or testimonials from current team members. 

This helps new hires feel aligned with the organisation’s purpose and motivated to contribute. 

3. Assign a Buddy or Mentor 

Navigating a new workplace can be overwhelming. Pairing new hires with a buddy or mentor can make the transition smoother: 

• Choose someone who embodies your organisation’s culture and values. 

• Encourage regular check-ins to answer questions and provide guidance. 

• Use this relationship to help the new hire build connections with the broader team. 

A supportive onboarding relationship fosters confidence and belonging. 

4. Provide Clear Role Expectations 

Clarity about responsibilities and goals is crucial for new employees to succeed: 

• Review the job description and explain how their work will be evaluated. 

• Set short-term goals for the first 30, 60, and 90 days. 

• Provide examples of successful performance in the role. 

When employees understand what’s expected of them, they can focus on meeting and exceeding those expectations. 

5. Offer Comprehensive Training 

Training is an essential part of onboarding, especially for roles requiring specialised skills: 

• Tailor training programs to the new hire’s role and experience level. 

• Include both technical skills and soft skills, such as teamwork and communication. 

• Provide opportunities for hands-on learning through real projects or simulations. 

Ongoing training opportunities signal that you’re invested in their professional growth. 

6. Encourage Open Communication 

An open-door policy ensures new hires feel comfortable raising concerns and asking for help: 

• Schedule regular one-on-one meetings with their manager to discuss progress and feedback. 

• Use anonymous surveys to gather feedback about the onboarding process. 

• Address any challenges or questions promptly to build trust. 

Transparent communication strengthens the relationship between the new hire and the organisation. 

7. Celebrate Early Wins 

Recognising achievements, even small ones, can boost confidence and motivation: 

• Acknowledge contributions during team meetings or through a personal note. 

• Share positive feedback from clients, colleagues, or supervisors. 

• Highlight how their efforts align with organisational goals. 

Celebrating early wins reinforces the value of their role and encourages continued effort. 

8. Integrate New Hires into the Team 

Building strong relationships with colleagues fosters a sense of belonging: 

• Host a team lunch or virtual meet-and-greet during the first week. 

• Involve them in team projects to promote collaboration. 

• Share an organisational chart to help them understand the team structure. 

A warm and inclusive introduction helps new hires feel like part of the team from day one. 

Final Thoughts 

Onboarding is more than just paperwork and training. It’s about creating a positive first impression and setting the foundation for long-term success. For SMEs and non-profits, a well-structured onboarding process can be the key to retaining top talent and ensuring your new hires feel supported and engaged.