Things You Can’t Forget To Do For Your New Hire On Their First Day

Posted on Oct 26, 2020
By Kerry Anne Nelson
3 min read
Team training for Staffing consultant and Processes
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Expanding your team is a wonderful benefit of having a booming business. This growth of your staff enables greater service and business increase all round. Unfortunately, employing new staff is not as easy or foolproof a method for growth as it might first seem. 16.5% of new hires quit their position in their first week of employment.

Being on the wrong side of a statistic like this would be detrimental to your business. Not least because of the investment you would have made in finding and hiring. What it also shows is how important it is to get that first day right, and how vital it is to make sure you give a new hire the confidence to turn up for the rest of the week

Team training for Staffing consultant and Processes

“Train people well enough so they can leave, treat them well enough so they don’t want to.” Richard Branson

With that in mind, let’s look at five vital things to do for your new hire on their first day.


Firstly, please remember to set up your new starter’s pay, and remember to let them know that you have done so. Make sure to have the reality of them getting paid in front of your mind. If they don’t show up in that first week, chances are their pay is not going to look great. Having a tangible reward at the end of the pay cycle to look forward to, it makes them more likely to come to work.


One on one time with their manager or the owner will help to solidify your new hire’s grounding in the workplace. In a recent LinkedIn survey, 96% of new employees said that one on one time with their direct manager is crucial to having a really good onboarding experience. Show your new team member how much they matter. Show them why everyone loves being there, and that you’re really glad they showed up.


Following on from meeting them at the door, you should show your new starter their workspace. Whether they’re working remotely or onsite, having a personal tour of exactly where they’ll be working, the equipment they’ll be using, where the amenities and facilities are … all those things are going to help them to feel at home quicker, making them more likely to keep showing up in the following weeks and months.


Likewise, introducing them to the team will reinforce the same idea. Create opportunities right from the word go to build social connections, so they can see everyone in the team is excited about them starting. It’s about making sure your new employee feels welcome, feels connected. Most people go to work to build a career, but they keep going because they love their workmates. So make sure you give them the opportunity.


Finally, it is best to finish the day with a debrief. Make sure you put aside at least half an hour at the end of the day for a few questions, to check-in and ask how it went. Does your new starter have any questions? What did they do well? What are they looking forward to learning? What are the things they’ve noticed about the company? This last point is crucial, not just for the new hire, but for you to get feedback for the benefit of future hires as well.

You need to show up for your new hires on their first day. You want to make sure they are feeling valued and supported. If they are feeling any anxieties or pressure, they can still have confidence that their place within your company is important and certain. Getting those first days right will let you continue to grow and grow your business!

I hope that’s been helpful. I can’t wait to hear your stories of onboarding your new team members as your business grows.

Kerry Anne Nelson

About Kerry Anne Nelson

Kerry Anne Nelson is the founder of Operation Verve and is a qualified first-class Honours graduate with more than 8 years of experience in education.

Kerry Anne Nelson is a workplace processes architect and uses her Lean Six Sigma training to maximise her years of experience in business management, education, and team leadership to help clients achieve lasting business growth.