10 Strategies for Onboarding New Hires into Your Company Culture

Why Cultural Onboarding Should Be Your Secret Weapon

Let’s face it—first impressions matter. And when it comes to welcoming new team members into your organization, the way you introduce them to your culture can make or break their long-term engagement.

As a keynote speaker for over 20 years, I’ve partnered with brands across industries, helping them realize that onboarding isn't just a checklist of tasks—it’s the foundation of cultural integration. If you want to retain top talent, inspire passion, and build loyalty, then your onboarding new hires into company culture strategy must be intentional, impactful, and--yes, a little fun.

The strategies may vary a bit if we’re talking about onboarding for a frontline team member versus a manager, but the main concepts will apply to both. Let’s dive into nine effective and creative ways to make your new hire onboarding process not just seamless, but unforgettable.

1. Start Before Day One

Effective onboarding doesn’t start on an employee’s first day—it starts the moment they accept your offer. Think of it as pre-boarding, laying the groundwork for an experience that makes them feel valued and excited.

Here’s how to make a stellar first impression:

• Send a warm, personalized welcome email from their future leader. Let them know they’re already part of the team.

• Share a digital welcome kit with everything they need to get a feel for your company—think culture guides, organizational charts, intro videos, and even a fun team playlist to set the vibe.

• Introduce your mission, values, and core stories right away. The earlier they connect with your purpose, the faster they’ll feel like they belong.

This early effort sends a clear message: “We’re thrilled to have you here.” It not only builds anticipation but also sets the tone for a culture-first onboarding journey.

2. Design a Culture-Driven Orientation Experience

Let’s be honest—no one loves digging through paperwork. Sure, it’s essential, but don’t let it define your orientation process. Instead, make it a true introduction to who you are as a company.

Here’s how to craft an unforgettable orientation:

• Keep it interactive and story-driven. Share the history of your company, not just the facts. Let them see the “why” behind what you do.

• Focus on your values, not just as buzzwords, but as guiding principles. Show how they’re lived out daily.

• Include live sessions with culture champions, team leads, or even your founders. Nothing beats hearing directly from the people driving your vision forward.

Onboarding isn’t just about forms and policies—it’s about inspiring your new hire to feel connected, motivated, and ready to contribute. Give them a reason to be proud they joined your team.

3. Design Onboarding Material in the Language People Dream

I’m not talking about translating written or video-based material for every type of new hire, but I am highlighting that most people learn visually; so we should look for opportunities to tap into that sense.

What would this realistically look like?

• Print materials should have fewer words than we think. Consider LEGO toy instructions or IKEA furniture instructions…or even an airline safety card: no words in them at all, and yet people know exactly what to do. Imagine the cost savings and being able to reach new hires that have dyslexia or learning disabilities. Plus, the fun you can impart.

• When you have to use text, consider putting information in short bullet points versus long, drawn out sentences.

• Provide alot of “white space” for some psychological air

Growing up on comic books, I understand the value of a visual landscape. I think businesses could take a cue from that and truly resonate with new hires.

4. Pair New Hires with Culture Buddies

One of the smartest employee onboarding strategies? Don’t let new hires navigate the company alone. Starting a new job can be overwhelming, and having someone to lean on makes all the difference.

Assign a culture buddy or mentor—someone who truly lives and breathes your company values. Their role?

• Answer those day-to-day questions (the kind that don’t always make it into the handbook).

• Give guidance on the unwritten rules—like which forms are must-reads or how Friday lunch usually works.

• Invite them to team rituals, events, or even casual check-ins to help them feel part of the group.

It’s a simple but highly effective way to make newcomers feel welcomed and connected from day one.

5. Use Storytelling to Bring Culture to Life

Data informs, but let’s face it—stories stick. If you want new hires to truly feel your company’s heartbeat, storytelling is your secret weapon.

Show them what your culture looks like in action. Here’s how:

• Share the founding stories that shaped your organization—not just from leadership, but across departments.

• Describe how the team rallied during big wins or stayed resilient through tough challenges. Nobody does this better than Zappos with their Culture Book, which every employee gets a chance to sign and take home.

• Invite seasoned employees to share their “why I stay” moments—it’s a powerful way to highlight what makes your culture worth investing in.

When you tell stories that are real and personal, your values come to life. And when new hires see those values in action, they feel like they’re joining something bigger than just a job. That’s how you build a strong foundation for long-term engagement.

6. Immerse Them in Company Rituals Early

Want your new hires to feel like they truly belong? Start by inviting them into the rhythm of your company culture.

Whether it’s:

• Weekly gratitude shoutouts to celebrate wins (big or small)

• Weekly lunch-and-learns to share knowledge and spark collaboration

• Morning huddles with affirmations or inspiring quotes to kick off the day with intention

These moments may seem small, but they create a sense of belonging and alignment early on. It’s your opportunity to say, “You’re one of us now.”

7. Customize the Onboarding Journey

No two team members are the same. Why should their onboarding be? If you want your new hires to hit the ground running (and stay motivated), you’ve got to make the process feel personal.

• Use personality or workstyle assessments like DiSC or StrengthsFinder to understand how they operate best.

• Tailor their onboarding goals to their role, team, and how they prefer to learn. Some people thrive with hands-on tasks, while others may need shadowing or detailed guides.

• Focus on milestones that go beyond just completing tasks. Incorporate ways for them to absorb your culture, values, and mission along the way.

This approach not only helps them feel seen but also shows you’re investing in their success as individuals—not just as another name on your team roster.

8. Infuse Culture into Technology and Tools

Your technology system should amplify your company culture—not water it down. It’s more than just tools; it’s about making them reflect the heartbeat of your organization.

Here are a few ideas to make your tech work for your culture:

• Add personality to your onboarding platforms with fun intros, quirky GIFs, or warm video greetings from the team—let the new hires feel the vibe from day one.

• Use tools like Slack or MS Teams to create dedicated channels where you can spotlight new hires. Share fun facts about them or have them introduce themselves in a casual, creative way—it’s a great icebreaker! At Hard Rock, easy questions for new hires to answer were “Tell us about the last concert you went to” or “Tell us about your favorite rock artists.”

• Build an internal knowledge base, but don’t stop at policies and SOPs. Weave in your company’s values, stories, and even historical wins to make it feel more human and inspiring.

Technology is a reflection of who you are as a company. Use it to set the tone for the journey ahead.

9. Gather and Act on New Hire Feedback

If you want onboarding to truly resonate, there’s one golden rule: ask the people experiencing it. Feedback isn’t just valuable—it’s essential for improvement. And no, don’t just collect it—do something with it.

Here’s how you can make feedback an integral part of your process:

• Send a brief feedback form after week one and again after month one. Make it simple but intentional, with questions that dig into their experience, not just the logistics.

• Provide anonymous check-in options. Ask about cultural fit, how supported they feel, and whether they’ve hit any roadblocks. This creates a safe space for honest responses.

• Host roundtables or town halls exclusively for new hires. Let them share their thoughts openly and collectively—it’s a great way to foster connection while gaining valuable insights.

Act on what you hear. There’s nothing more demotivating for a new hire than giving thoughtful feedback and seeing it ignored. When team members see their input driving real change, they’re far more likely to stay engaged and invested in your mission.

10. Reinforce and Revisit Culture at 30, 60, and 90 Days

Onboarding isn’t a one-and-done event—far from it. Culture isn’t something you mention once and hope it sticks. It needs to be revisited, reinforced, and lived.

Set clear touchpoints at the 30, 60 and 90-day marks with REX Meetings. 

REX is an acronym for Reality vs. Expectations. The premise of this concept is that people have pre-determined expectations of a brand before they experience it, and they are then either surprised or disappointed by the reality of it, depending on how the experience actually goes. All employees have a “comparison scale” in their mind as to what the company is supposed to be, based on reputation or hearsay, versus what it actually is, based on the employee’s firsthand observations and experience. Once the mental comparison scale starts to tip toward the stark reality of the way things actually are, the organization will either create rock stars or lip-synchers. 

During these check-ins, focus on: 

• Reconnecting with your core values. How are they showing up in day-to-day work? Are they being understood and embraced?

• Offering meaningful feedback and recognition. Celebrate wins, even the small ones—they matter.

• Adjusting the onboarding process as needed. Are there gaps? Does your new hire feel supported? This is your chance to course-correct if necessary.

These moments help new team members bridge the gap between what they were told during onboarding and what they’re actually experiencing. It’s about alignment and building trust.

Culture Is the True Onboarding ROI

When new hires truly get your company culture—when they believe in it and see it in action—they become advocates for it. That’s when engagement soars. That’s when retention improves. That’s when you start building a team that’s genuinely aligned and invested.

Onboarding isn’t just HR’s responsibility. It’s a leadership opportunity.

Every leader, no matter their level, plays a crucial role in modeling, teaching, and reinforcing their culture. It’s not about perfection—it’s about intention. When leaders actively live the culture they preach, it sends a message louder than any handout or presentation ever could.

Onboarding is your chance to set the tone. Make it count, and watch the ripple effects transform your team.

Let’s Build Culture, Not Just Teams

If your onboarding still feels like a transaction rather than a transformation, it’s time to shake things up.

As a keynote speaker and thought-leader, I work with forward-thinking organizations ready to turn hiring moments into culture-defining milestones. Whether you’re launching a new program, revitalizing an old one, or training leaders to own the onboarding experience, I bring real-world strategy, compelling storytelling, and Impactful Edu-tainment that sticks.

Let’s welcome new hires in a way that makes them say, “This is where I belong.”

Ready to turn your onboarding into a culture-building powerhouse?

Let’s talk.