Every blue collar business leader has heard it: “There’s nobody good out there.” But let’s flip that around for a second. What happens when you do find a good hire? What kind of experience do they get on their first day, their first week, and their first month with your company?
Too often, the answer is disappointing. They show up, you toss them some tools, and say, “Get to work.” That’s not an employee onboarding process – that’s setting them up to fail.
Think about it: they just quit a job, left their friends behind, and possibly made changes with their family, all with the belief that you’re offering them a better place to work. But in reality, they’re walking into the unknown. The promises made during the interview process are now under a microscope. If you don’t show them from day one that you’ve got your act together, that feeling of excitement and hope can quickly turn into regret and doubt.
Onboarding Is an Emotional Journey
A truly effective employee onboarding process recognizes that new hires are on an emotional rollercoaster. They’ve taken a risk to join your team, and now they’re wondering if they made the right decision. It’s your job to guide them through that journey with intention.
From the moment you extend a job offer, your onboarding process should be in motion. Regular check-ins, clear communication, and a focus on building trust will help ease their anxieties and confirm they made the right choice.
For example, consider a construction company that recently hired a new project manager. On their first day, they were handed a clipboard and told, “You know what to do.” No introductions, no overview of company culture, no clear expectations. By week two, they felt isolated and unappreciated, questioning why they ever left their previous job. It probably won’t be long before the new hire is looking for a new job. That’s what happens when onboarding isn’t treated as a process.
Teach Them to Join the Team
One of the biggest mistakes companies make is focusing the employee onboarding process solely on how to do the work. Here’s the truth: you’re going to teach them how to do the job your way, but the first priority has to be teaching them how to join your team.
- How does your team communicate?
- What does success look like in your company?
- How does your team think, solve problems, and support each other?
When new hires understand how to fit in and feel like part of the team, they become more confident and engaged. This ultimately makes them better at their jobs.
Onboarding Is a Process, Not an Event
Let’s be clear: onboarding isn’t a half-day orientation led by HR with a pile of paperwork to keep them busy. It’s an ongoing process that evolves with your company and your employees. The best onboarding processes are updated and rolled out when things change, offering consistent support and clarity.
The first step in setting up your onboarding process it to break down your job descriptions piece by piece. Make sure your new hire has early exposure to each responsibility and knows how to do each activity well. This shouldn’t be a guessing game.
A structured employee onboarding process takes them through three essential stages:
- Think Like You: Teach them your company values, culture, and problem-solving methods.
- Work Like You: Provide hands-on training, mentorship, and gradual responsibility increases.
- Win in Their Role: Show them how to succeed, grow, and contribute to the company’s vision.
This structure builds trust, confidence, and loyalty.
The Payoff: Retention, Productivity, and an Excellent Culture
When you take onboarding seriously, the results are undeniable. People who experience a well-thought-out employee onboarding process are more likely to stay, perform at a higher level, and contribute positively to your company culture.
Imagine a manufacturing company that went from losing half their new hires within 90 days to retaining 90% of them – simply by implementing a structured onboarding process. They didn’t change their hiring pool. They changed how they welcomed and supported their new team members. This is the gold standard in onboarding.
Set Yourself Apart With Your Employee Onboarding Process
Your new hires need more than a paycheck and a job description. They need to know you have your act together, that you’ve got their back, and that they’ve made the right decision by joining your company. Onboarding is your opportunity to prove that.
Forget your backlog and customer service issues for a moment and invest in really onboarding your new hires well. The payoff isn’t just retention – it’s a stronger, more committed team.
If you’re ready to set yourself apart as the employer of choice, start talking about your employee onboarding process during your interviews. Let the candidates know you value their time and show your new hires that you can’t wait for them to feel like a part of the team.
At Core Matters, we understand that building a strong team starts with an intentional, structured onboarding process. Our proven Core Fit Hiring System guides blue collar business leaders through creating an onboarding experience that goes beyond paperwork – setting your new hires up for success from day one. Let us help you build the kind of team that stays, thrives, and helps your business grow.
