BelongBoarding

Onboarding: it’s a term commonly associated with dry presentations about company policies, stacks of paperwork, mandatory trainings, and memorizing the names of dozens of new colleagues. This process, intended to set up new hires for success, often backfires due to its tedious and superficial nature. Rather than feeling welcome, new hires tend to be overwhelmed and disconnected. The statistics back this up: almost 1 in every 2 new hires regret their decision within their first week. But how could things go downhill that quickly?

The answer isn’t all that surprising. Instead of administrative tasks, trainings, or meetings, new employees prioritize building workplace friendships as a vital part of starting their new role. In fact, 87% of those surveyed hope to make a friend at work, while 93% want the chance to shadow a colleague in their first few weeks. Based on these preferences, it’s obvious that a successful onboarding process isn’t about just ticking items off a checklist – it needs to include strategies that enable social interaction and personal connections.

Enter the solution of ‘belongboarding’ – a progressive approach to onboarding that emphasizes immediate inclusion and community building. This process goes beyond the transactional – it requires more than just setting up workstations, distributing policy manuals, or even offering that one-off welcome lunch. Belongboarding focuses on creating a meaningful and lasting experience, ensuring that from day one, employees feel a genuine sense of belonging and purpose within the organization. It not only welcomes employees, but integrates them into the social fabric of the company by aligning their values with the organization’s mission, building relationships, and providing continuous support well beyond the initial weeks and months.

 

Why Does It Even Matter?

Imagine starting a new job where, after a brief 1-week onboarding process, you’re left to navigate the workplace alone. You’ve been introduced to new colleagues and company policies initially, but then the support dwindles. From then on, you exchange brief greetings with your colleagues, but you don’t feel comfortable enough to reach out for help. You’re unsure who to turn to for answers and whether you’re on the right track to reach your goals. In fact, you’re not even sure what the organization’s goals are, let alone if yours align with them. In this situation, how long do you think you’d stay with that company?

Putting it simply, joining a new company is like entering a new relationship. As a new hire, you want to feel welcomed, valued, and supported. You seek a connection with your colleagues and management, much like you would with a partner in a new relationship. And communication is key – you need regular check-ins, constructive feedback, and trust and rapport for the relationship to thrive. Without all this, you could feel isolated and uncertain about your role in the company.

Belongboarding thus adds that essential layer to the new employee experience: the emotional connection, which has been proven to enhance retention and productivity. According to numerous studies, employees who undergo effective onboarding programs are:

• 69% more likely to stay with the organization after 3 years.
• 77% more likely to achieve their first performance milestones.
• 18 times more likely to feel committed to their companies

For organizations, the impact is substantial, as:

• Strong onboarding processes can improve new hire retention by 82%.
• 54% of businesses report that having an onboarding program boosts employee engagement.
• Companies without formal onboarding training risk losing over 60% of their workforce in 4 years.

Yet, despite the compelling business case for a robust onboarding program, only 12% of employees believe their organization has a good onboarding process, while 35% of companies allocate no budget at all for onboarding new hires.

For new hires to have an encouraging and productive start, organizations must prioritize investing in comprehensive onboarding initiatives. These can include personalized welcome packages, team-building activities, and dedicated resources for mentors and buddies to guide new employees through their first few weeks. Through these investments, companies can reap extensive long-term benefits, significantly reduce turnover, and increase employee satisfaction.

 

How to Create a Sense of Belonging

Belongboarding doesn’t have to be a complex process. The goal is to create an environment where new employees feel welcomed and integrated into the team from day one. With the right approach, this can be straightforward and highly effective. Several best practices for belongboarding are:

 

1. Start Early

Rather than waiting for the employee to start work before proceeding with belongboarding, begin the process well before their first day. This ‘pre-boarding’ sets the stage for a smoother transition as it sets clear expectations early on. For example, companies can send a welcome package containing information about the company, its culture, and what to anticipate in the first days or weeks. It can also include access to necessary paperwork and digital forms, allowing new hires to complete them before their start date to avoid being overwhelmed with administrative tasks during their first week.

Moreover, consider arranging pre-boarding activities such as virtual coffee chats or introductory meetings with their manager and team members. These informal interactions help ease first-day nerves, form initial connections, and provide new hires with familiar faces, setting a positive tone for their first day.

2. Personalize the Experience

Tailor the onboarding process to handle the unique needs and preferences of each new hire, as every individual is different. Begin by understanding their previous experiences, career goals, and any specific areas where they may need more support or resources.

Personalized approaches can include flexible mentoring options, where new hires can choose mentors who align with their professional goals or interests, and introductions to key stakeholders based on their roles and projects. For remote employees, a more personalized approach is especially crucial, as they may face extra challenges in connecting with their team and integrating into the company culture. Implementing virtual meet-and-greets, assigning a dedicated remote buddy, and ensuring they have access to all necessary digital tools and resources can help bridge the gap and create a sense of inclusion.

3. Establish a Support Network

Alongside informal gestures like introductions to new colleagues and stakeholders, formal mentorship and buddy systems should be integrated into the onboarding process. These approaches contribute to a more thorough onboarding experience as they provide structured support and guidance. Assigning a mentor can offer new hires personalized advice and insights, helping them acclimate to the company culture and understand their role more deeply. On the other hand, a buddy system pairs new hires with experienced colleagues who can assist with day-to-day questions, provide practical tips, and offer a friendly face during the initial transition period.

Additionally, managers must schedule regular check-ins during the first 30, 60, and 90 days to align expectations and offer consistent feedback. These ongoing conversations during the onboarding phase are critical, as they help new hires gain clarity on their role, track their performance, and address any concerns promptly.

4. Practice Inclusivity

Think about it – as a new employee, you’re already struggling with several challenges. The last thing you want is to find out you’re missing out on team activities or communications, even if it’s something as seemingly minor as being left off an email thread. Such oversights can lead to feelings of isolation and add unnecessary stress to an already difficult situation.

          To avoid this, both managers and team members must be intentional about fostering inclusivity for their new colleagues. From pre-boarding to daily interactions, this involves proactively welcoming new hires into all aspects of team life and communication. Including them in events such as informal discussions, meetings, and social activities not only helps new employees acclimate more quickly but also strengthens team cohesion.

5. Think Long-Term

Again, like in a relationship, there needs to be continued appreciation and support for employees even after the initial onboarding period. Small gestures, such as thoughtful gifts or personalized recognition, can reinforce their sense of belonging and show that their contributions are valued.

While the intensity of these efforts will decrease after the onboarding period, maintaining a sense of belonging remains essential for long-term employee engagement. For instance, several leading organizations implement support plans that span up to two years, including regular check-ins to ensure new hires remain connected and supported.

Key Considerations

As with any process, it’s important to be mindful of potential pitfalls to avoid common mistakes. In belongboarding, the core values should center on authenticity and integrity, and include elements such as:

 

Being Authentic

Before you rush to schedule a pizza party to welcome your new hire, consider its impact carefully. Frequent token gestures, such as pizza parties or superficial promises, can come across as inauthentic if not complemented by deeper, more meaningful interactions. Genuine efforts should focus on providing real support and demonstrating a true commitment to the employee’s well-being and integration. While these parties and similar events can be fun, they should not substitute for substantial efforts to integrate new hires. Over-relying on such gestures without attending to more significant needs can erode trust and make employees question the organization’s commitment to their long-term success and support.

Practicing Integrity and Consistency

Trust can rapidly deteriorate if there is inconsistent behavior or unmet promises. Organizations must consistently uphold their commitment to a supportive environment, with leaders setting the example by modeling core values and behaviors.

Here, assessments like the Inclusive Culture Benchmark offer valuable insights into the actual workplace culture experienced by employees, while the Mesh Diversity tool uncovers hidden biases and barriers. These evaluations can help identify gaps between an organization’s stated values and its real-world practices, providing a clearer picture of where alignment issues may exist.

Seeking Feedback

Make the onboarding process data-driven by using both formal and informal feedback mechanisms. Tools such as surveys, suggestion boxes, and feedback platforms offer valuable insights into how new hires experience their integration and engagement. Analyzing this feedback helps organizations identify strengths and weaknesses, allowing them to address areas of improvement and continuously refine the onboarding process for greater effectiveness.

Master BelongBoarding with Frontline

Elevating your onboarding process to the next level with belongboarding paves the way for long-term success and engagement. By incorporating personalized, supportive, and inclusive practices, organizations are able to create an impactful experience for new employees. This approach showcases a genuine commitment to their value and well-being, enabling a strong beginning even before they officially join the team.

Tune into our free podcast to learn more about the importance of belongboarding. Join Creative Director, Nic Dampier, and Nathan Leaman, Managing Director of Frontline Training Solutions as they have a conversation with Kristin Ekkens, Founder & CEO of Exponential Inclusion. They go in-depth into how developing a sense of belonging for new hires can have a lasting and beneficial impact on your organization.

For more information about our solutions, explore our extensive range of training programs and resources designed to meet the demands of today’s workforce. At Frontline, our goal is to empower organizations with innovative and practical strategies that tackle modern challenges to foster a thriving workplace culture.