Onboard new employees into a culture of appreciation.

Three woman smiling and walking

Onboarding new employees can be fun, stressful, and a big responsibility. However, onboarding employees into a culture of appreciation should be the top thing on your list.

However, the work doesn’t stop there, then comes the next big challenge -onboarding. 

Onboarding an employee, in its simplest form, is the act of introducing a new employee to the company culture, dynamics, procedures, meetings, employees and expectations. 

This is the most important moment to drive the importance of appreciation in the companies dynamics. 

Onboard employees with appreciation

From day one, tell the employee you expect them to uphold the companies values. Lead by example and demonstrate how you treat fellow coworkers with appreciation and recognition. 

Do you remember your first day in a new job? Do you remember walking in, eyes wide open, awestruck, and slightly nervous? Everybody’s first day in a new job is memorable, make sure it’s for positive reasons. 

Show appreciation to employees that are just starting out in the company.  We can find appreciation in the little things.


Some examples of appreciation to a new employee include: 

  • Thank them for choosing to start in the company
  • Appreciate their patience and understanding, whilst the final procedures are put into place
  • Comment on their good attitude and motivation on the first day 
  • Encourage them for being courteous with other employees
  • Notice and appreciate the little details they have noticed
  • Thank them for adding input to an idea

Download the free appreciation Ebook to learn more.

Live the company values. 

It is important to ensure employees that your door is open at any time if they need space to talk. Allow them to recognize a management style built on respect and trust with employees. 

Remember, at the end of the day to ask them for feedback, opinions, or thoughts. Be open to having a casual conversation to understand how they are feeling.

people smiling and working around a wooden table.

The following month.

In the following month of an employee’s onboarding, be sure to check up on them regularly. By doing so, you will take care of any red flags that might appear prematurely and can be improved upon at an early stage. 

Moreover, be sure to appreciate the work they have done and offer constructive feedback. As a result, the onboarded employee will feel confident and appreciated in their new job and feel a sense of purpose in the company. In the long run, this will drive employees to push towards their aspirations by feeling supported by the company they work for. 

Create one-to-one meetings on a weekly basis. 

This is a point I am particularly attached to. During my first three months of onboarding, at Nais, I would be given an hour each week to speak to the CEO ( thanks boss!).

This hour was dedicated to check up on my morale, workload and overall understanding of the role.

Moreover, it allows me, as a new employee, to believe that my work matters, and that the CEO of the company cares about my personal development and success.  

green heart with letter N in the middle

Supply materials for development. 

Onboard your employees and set some help for their success. Offer employees resources in the form of courses, webinars or reading material. By doing so, you direct employees in the right direction, and give them the tools they need for personal growth. 

Onboarding new employees with appreciation is fun, make sure they are set up for success and understand the company culture from day one. This small action at the start will have massive implications on the integration of the employee and company in the future.

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