Onboarding isn’t orientation—and it’s more than just a desk, a laptop, and a “good luck” wave. In this episode of Corporate Baggage, Whitney and Catie unpack how to turn your onboarding process from a bland, box-checking routine into a strategic driver of engagement, retention, and productivity.
With decades of experience leading and coaching teams, they break down what really needs to happen before, during, and after those first 90 days. Whether you're a leader, an HR pro, or someone navigating your own new role, this conversation is packed with insights to help make those first impressions—and lasting impact—count.
Highlights
- The critical difference between orientation and onboarding
- Why onboarding begins before day one (and what to do during that pre-start window)
- The 30/60/90-day roadmap: what new hires should be doing, feeling, and contributing
- How internal onboarding is almost always overlooked—and how to fix that
- The buddy system, fresh-eyes feedback, and leveraging “day one” curiosity
- What organizations owe internal promotions just as much as new hires
- Why most leaders fail at onboarding, and how to stop winging it
Key Takeaways
- Onboarding starts with the offer letter. Begin building connection, confidence, and culture the moment a candidate says “yes.”
- Orientation = logistics. Onboarding = integration. Don’t confuse a checklist with a real onboarding experience.
- Fresh eyes don’t last forever. Invite feedback early and often before your new hires lose perspective.
- Every role deserves a plan. 30/60/90-day plans set expectations, drive performance, and reduce anxiety—for both the new hire and the team.
- Promotions need onboarding too. Internal moves require just as much clarity, support, and strategy as external hires.
Next Steps
- If you're a leader or HR partner: Review your current onboarding process. Where does it start? Where does it stop short?
- If you’re onboarding someone soon: Create a customized 30/60/90-day plan, even if it’s your first one.
- If you're starting a new role (or about to): Don’t wait—create your own onboarding plan and use it to spark aligned conversations with your manager.
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