How do you create a sense of excitement and enthusiasm among new hires during onboarding? Share one specific practice that has worked well.

Question

Discover the secrets behind successful onboarding practices that keep new hires engaged from day one. Gain invaluable insights from industry experts on creating an immersive and welcoming experience for newcomers. Learn how to build trust, foster community, and show employees you care through personalized and meaningful initiatives.

Margaret Buj · Answer

A well-designed onboarding experience improves engagement, retention, and long-term success. One effective approach is a "Welcome Week Experience" that immerses new hires in company culture, builds relationships, and makes them feel valued from day one.
1. Pre-Boarding and Personalized Welcome
Before their first day, new hires receive a welcome email from their manager, along with a branded welcome kit and a video from leadership introducing the company's mission and values. This builds anticipation and ensures they feel included before they even start.
2. Buddy System and Team Introductions
New hires are paired with a buddy outside their direct team to help them navigate company culture and make introductions. Structured meetings with key stakeholders ensure they develop relationships across departments early on.
3. Engaging Learning Sessions
Instead of overwhelming new hires with paperwork, companies can introduce interactive sessions such as:
Customer Story Sessions: Showcasing real success stories to help employees connect with the company's impact.Cross-Department Collaboration: Shadowing different teams to gain a broader perspective.Gamified Learning: Using quizzes or challenges to make training more engaging.
4. Leadership Access and Vision Alignment
Direct access to leadership fosters engagement. Short meetings with senior leaders, Q&A sessions, and discussions on company growth help employees understand how their role contributes to the bigger picture.
5. Making the First Week Special
A live team introduction, a welcome lunch, or a simple manager acknowledgment of the new hire's strengths can make a lasting impression.
An onboarding program that fosters connection, engagement, and purpose ensures new hires feel excited and motivated from day one.

Mohamed Moussa · Answer

Bringing new hires into our liveaboard family isn't just about paperwork and procedures—it's about making them feel the energy and adventure of what we do. From day one, we immerse them in the experience, not just the job. Instead of a dry orientation, we take them out on one of our boats for a day. They get to meet the crew and see firsthand what makes our operation special. It's not just about learning; it's about feeling the excitement that keeps our guests coming back.
One thing that's worked really well is assigning each new hire a "buddy" from our senior team—someone who's been with us for years and is passionate about what we do. This isn't just a mentor for training; it's someone to share stories, answer the small questions, and make them feel like part of the crew right away. When new team members see that passion, it's contagious. They don't just start a job—they become part of a team that lives and breathes the sea.

Elizabeth Boyd · Answer

I work in a global organization, and in 2024, I was able to redesign a quarterly onboarding program from a "BootCamp" where we sat people in a windowless room for three days and talked "at" them into an interactive experience rooted in building trust and community to communicate our culture.
One of the best elements of this was creating a board for our new hire teams to get to know each other before arriving at our HQ to spend quality time together.
Each person creates their "Personal Operating Profile" (POP), sharing what is important to them and what they value (in and out of work). In addition to their POP, they share where they're based, their favorite song (from which we made a soundtrack for our time together), and how they feel about our upcoming time together.
People are excited about meeting their colleagues and building connections to share experiences before the event. My team and I create an event specific to our audience. We leverage the most important things for our attendees to create a unique experience that brings that group of people together.
This event went from 72% "strongly agree" that the time together was well spent in 2023 to 98% "strongly agree" in 2024. People ask about the event before their first day because they hear about the experience from the hiring team and people who've referred them to the organization.

Nikita Sherbina · Answer

One specific practice that has worked really well for creating excitement and enthusiasm among new hires during onboarding is introducing them to the company culture through a welcome video. We put together a video that features messages from team members across different departments, showing the variety of personalities and the collaborative spirit of the company. It also includes fun behind-the-scenes glimpses of office life and some of our team's most memorable moments. This helps new hires feel immediately connected and excited about becoming part of the team. 
Additionally, it sets the tone for the welcoming and inclusive atmosphere we strive to create. The video serves as an introduction to not just the company, but to the people they'll be working with. My advice to others is to make the first few days of onboarding feel personal, interactive, and engaging to get new hires excited about the company and their role right from the start.

Silvia Angeloro · Answer

A practice I've found incredibly effective for creating excitement during onboarding is assigning each new hire a personalized welcome project. Instead of simply walking them through policies or handing them a checklist, I give them a small, meaningful task tied to their role that lets them contribute from day one. I remember working with a new team member who joined in a creative role. 
On their first day, I asked them to brainstorm ideas for an upcoming campaign that aligned with their personal interests. Not only did this energize them, but it also gave them a sense of ownership in their work right away. By involving new hires in something impactful and relevant, they feel like valued members of the team instead of just observers. 
This practice also opens the door to collaboration early on. I've seen seasoned team members jump in to offer support and celebrate those contributions, which naturally fosters excitement and connection. What's most rewarding is seeing how this approach sets the tone for their journey—engaged, motivated, and confident that their presence matters.

Robert Khachatryan · Answer

I've learned that the best way to generate excitement and get people amped up about their role during onboarding is to engage the new hires with real projects from day one. We let them do something meaningful from day one, rather than filling out forms and watching boring training videos.
We had a busy shipping season and were bringing on some new team members for our operations department. Instead of passively following someone around, we had them partake in the coordination of a high-priority shipment. They assisted a senior manager, primarily by tracking shipments and updating clients. In their first week, they had already helped deliver on time, under tight deadlines, and that feeling of accomplishment was a harbinger for how their career would play out at the company.
We give a personal touch as well by giving them a customized company-branded welcome kit and also laying down in writing what their first few months would look like along with a handwritten note from our leadership team. It is a small gesture, but it is something that reminds new hires that they're not just moving into a position—they're joining a team that values their input from the get-go. This lead-by-example mentality gives them a sense of making a difference right away, and that nets some confidence, along with some excitement for the future.

Ann Kuss · Answer

One of the best ways to create excitement during onboarding—especially in remote settings—is to make new hires feel comfortable and connected from day one. I ensure they fully understand each step of the process, from signing contracts to their first tasks, so there's no confusion or stress. A practice that has worked exceptionally well is introducing new hires to the company culture and team dynamics right at the start. 
During onboarding, I run an interactive session covering company values, communication guidelines, and team roles. This helps them see the bigger picture and feel excited about contributing. To make it more engaging, I include a fun "Who's Who" game where new hires match team members to interesting facts. This not only sparks enthusiasm but also fosters immediate connections, making them feel like part of the team from day one.

Abhishek Shah · Answer

One practice that has worked really well to create excitement during onboarding is assigning each new hire a "welcome buddy." This is a team member who guides them through the first week, answers their questions, and introduces them to the company culture. It makes the onboarding feel more personal and less like a formal HR process. Instead of just handing them documents and training materials, we ensure they have someone to connect with right away.
We also make their first day special by sending a personalized welcome kit, featuring company swag and a handwritten note from the leadership team. Small gestures like this help new hires feel valued from day one. More importantly, we involve them in real conversations and team meetings early on, so they immediately see how their role fits into the bigger picture. The key is making them feel like they belong, not just that they've joined another company.

Scott Clyburn · Answer

We create excitement and enthusiasm among new hires by prioritizing social connection from day one. Their first week includes unstructured time with colleagues, fostering relationships beyond just work. We also kick things off with a small but meaningful gesture—grabbing coffee, donuts, or lunch together—to make them feel valued and welcomed. This focus on genuine connection helps build long-term engagement and retention.

Bjørn Ekeberg · Answer

We aim to build excitement and enthusiasm among new hires by giving them a sense of ownership and purpose from day one. One effective practice we've implemented is involving them in real projects early on, even during their first week. We make sure they are aware of how their contributions align with our overall goals, which helps them feel like valued team members. This hands-on approach allows them to see the impact of their work and get excited about the role they're playing within the organization.
Additionally, we prioritize clear and open communication during onboarding to ensure that everyone understands their value to the team and feels empowered to contribute. It's a great way to help new hires hit the ground running while cultivating excitement about being part of something bigger.

Mohammad Haqqani · Answer

One of the most effective ways to create excitement and enthusiasm during onboarding is through a personalized welcome experience combined with leadership engagement. From the moment a new hire accepts the offer, their journey should feel intentional and tailored. A thoughtfully crafted welcome kit—including company swag, a personalized note from their manager or a senior leader, and a short video message from the CEO—can immediately reinforce a sense of belonging. This initial touchpoint demonstrates that the company values them as an individual rather than just another hire, setting a positive tone before they even step through the door. 
Beyond physical gestures, early access to leadership is a powerful tool in fostering enthusiasm and alignment with company culture. Hosting a CEO or executive meet-and-greet within the first week gives new employees an opportunity to hear directly from leadership about the company's mission, vision, and long-term goals. Unlike a standard corporate presentation, this session should be interactive—allowing new hires to ask questions, share their motivations for joining, and understand how their role contributes to the bigger picture. When employees see that leadership is accessible and genuinely interested in their growth, it creates a deeper emotional connection to the organization.

Keagan Stapley · Answer

I run a personal chef business in NYC and we recently just hired a new chef. I could tell right away that the chef was nervous and not super comfortable with our team. I made sure to call them that night to let them know how excited we were to have them, and also used that time to ask if they had any ideas or specific meals they wanted to implement. Showing our employees that we care has worked wonders for us.

Building Excitement: Onboarding Practices for New Hires

Building Excitement: Onboarding Practices for New Hires

Immersive Welcome Week Experience

Onboarding With Real-World Experience

Building Trust Through Community

Welcome Video for New Hires

Personalized Welcome Projects

Meaningful Projects From Day One

Interactive Culture Introduction

Welcome Buddy and Personalized Touches

Prioritizing Social Connection

Ownership and Purpose From Day One

Personalized Welcome and Leadership Access

Showing Employees You Care

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