Starting a new job can feel like overwhelming of names, faces, and tasks. It’s easy for new hires to feel lost in the shuffle. That’s where inclusive onboarding activities come in bridging to a smoother transition for everyone. These activities help build connections and boost confidence from day one. In this article, you'll find fun and engaging ways to make your new hires feel welcome and excited to be part of the team.
Consider using company-branded swag as your onboarding strategy. It’s a fantastic way to make your new hires feel valued and connected to your brand right off the bat.
What are Employee Onboarding Activities?
Employee onboarding activities help new hires integrate smoothly into a company, making their transition easier and more effective. These activities include formal and informal elements that introduce employees to the company culture, roles, and team dynamics.
Formal onboarding activities often involve job orientation sessions, training programs, and completing HR paperwork. These help employees understand their job responsibilities and the company's core values. Informal activities create opportunities for new hires to bond with colleagues and feel welcomed within the team like:
- Team lunches
- Mentorship programs
- Casual introductions
Effective Onboarding: Fostering Belonging and Productivity in New Hires
The overarching aim is to provide new employees with the tools and knowledge they need to succeed while fostering a sense of belonging. Through structured onboarding, companies can help new hires become productive team members more quickly, leading to a smoother transition and stronger long-term engagement. Research shows that companies with a strong onboarding activities program can increase their new hire retention by 82% and new employee productivity by over 70%.
Onboarding activities are about more than just filling out forms and attending training sessions. They can be engaging and fun, providing new hires a warm welcome and a solid foundation for their journey with the company.
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27 Fun & Engaging Onboarding Activities For New Hires
1. Send Company Swag
There are all sorts of options out there for branded swag:
- Coffee mugs
- T-shirts
- Hats
The list goes on and on. Whether you choose a small gift or something more elaborate, it should be relevant and meaningful to the people receiving and also further the onboarding experience. (After all, most people don’t want another ill-fitting t-shirt with an awkwardly large logo.)
To make the right choice, consider the message you’re sending. Does this gift help new hires feel better connected and welcomed to the company? Does it help them understand and feel integrated into the company culture?
2. Personalized Welcome Video
When managing a remote team without in-person meetings for new hires, a personalized welcome video can make a meaningful impact during onboarding. Having HR, managers, or team members contribute to a short video lets new hires feel appreciated and connected.
You can share this video via email or social media. For seamless collaboration and editing, tools like Tribute enable multiple team members to submit clips for a cohesive welcome message easily.
3. Schedule a Lunch
Plan a lunch with their manager and team members to create a welcoming environment for new hires. Organizing a group lunch before or after their start date allows them to interact outside work and build connections. Be mindful of the new team member’s schedule to support a smooth transition into your organization.
4. Send a Signed Welcome Note
A welcome note signed by team members is a thoughtful and affordable way to introduce new hires. Invite colleagues from different departments to sign for a memorable touch as well. Customize the message beyond a simple "welcome" by expressing gratitude and excitement for their arrival. You can also add tips for succeeding in their role and a small gift card to make their first day extra special.
5. Schedule a show and tell
We do this at Toggl Hire with every new hire. Our new hire creates a get-to-know-you quiz with our skills testing tool, and we have to guess which answers are correct. You can make your analog version or let the new hires create an intro presentation on themselves.
6. Create an interactive orientation program
Design an orientation program that goes beyond the basics. Start by mixing traditional information sessions with interactive activities. Instead of just presenting the company’s history and values, turn it into a quiz game or a scavenger hunt where new hires work in teams to discover facts about the company. This makes learning about the company more enjoyable and fosters teamwork and camaraderie among new employees.
Organize a casual meet-and-greet lunch with different team members, including leadership, in a relaxed setting. This helps new hires feel welcomed and provides an opportunity to build relationships outside the formal work environment. By blending informative sessions with interactive and social elements, you create an orientation program that is not only informative but also enjoyable and memorable.
7. Feature Them on Social Media
Showcasing new hires on your company’s social media is an easy way to introduce them to the team and showcase your culture. Include their interests or fun facts in the post with the new hire's consent. This strengthens team spirit and gives prospective employees a glimpse of your workplace culture. Here are some questions for a spotlight:
- Why did you choose our company?
- What excites you about your new role?
- What’s a fun fact about yourself?
- How did you hear about this position?
- Favorite food or two truths and a lie?
8. Host a Trivia Game
Onboarding trivia games offer a fun, relaxed way for new hires to acclimate to the team. To make the game engaging, create trivia questions around the company:
- History
- Policies
- Team members
Along with general topics. Trivia can also be enjoyable for new employees to show what they’ve learned during their first few days or weeks.
9. Create an Onboarding Wellness Challenge
Onboarding can be intense, so consider including a wellness challenge to support new hires' mental and physical well-being. This will let them know it’s okay to feel overwhelmed and encourage self-care.
Create a list of activities, such as a walk, journaling, or a family dinner, and ask new hires to complete a few. Incentivize participation with rewards, using tools like Nectar to help manage the challenge.
10. Arrange Coffee or Tea Dates
Organizing coffee or tea meetups between new hires and their managers or team members helps foster early connections. These informal meetups allow seasoned employees to get to know new hires personally. You can make this a recurring event or consider providing membership cards for a local café to encourage these social interactions regularly.
11. Celebrate a 90-Day Anniversary
Since many employees consider leaving within the first 90 days, commemorating this milestone can boost morale and foster commitment. Recognize this achievement with a small party, whether it’s balloons, flowers, or a virtual celebration. For remote teams, consider a fun Zoom background or similar gesture to mark the occasion.
12. Facilitate In-Person Introductions
Starting a new job can feel daunting, especially if someone doesn’t know anyone yet. To make new hires feel welcome, organize structured in-person introductions, one-on-one or in group settings. For hybrid teams, remote employees can be introduced via video calls, creating a welcoming environment even from afar.
13. Conduct Entry Interviews
Want to make your new hire feel heard and a part of the company? Then conduct entry interviews. During these interviews, you should ask the new hire what the company can do to support them throughout their employment.
Entry interviews can open the company’s eyes to how it can better motivate and retain employees. New hires might be hesitant to speak up, but entry interviews can make them speak their mind.
14. Collect Their Feedback And Work on it
A good organization listens to its employees' opinions and welcomes their feedback. Ensure your organization is ready to collect feedback at essential stages of a new hire’s journey.
Ask them how they feel about your onboarding process and whether they have enough resources to succeed in their new job. This will make the new staff feel listened to and integrated into the organization.
15. Assign a mentor
With the help of the employee’s supervisor, pick a mentor or buddy who will chaperone your new hire for the first few weeks or months, answering questions and helping them get integrated. If needed, give the mentor time off from their other tasks. Also, ask other team members to help welcome and settle the employee.
16. Organize A Scavenger Hunt
Scavenger hunts are fun. Incorporating these events into your onboarding process and beyond can be enjoyable for your employees. Create a series of tasks and questions that expose new workers to the different areas of the company.
Aside from increasing their familiarity with the different areas of the company, this activity can also be designed to make the new workers meet with all the other employees and learn what they do.
17. Offer Continuous Learning Opportunities
One key benefit employees appreciate in their roles is the chance to learn and grow professionally. Leading companies see onboarding as more than an initial phase; they extend it over months or even the first year to foster continuous development.
By providing ongoing learning opportunities, you set employees up for future roles and enhance their performance. Celebrate new hires by giving them credit for learning platforms like Udemy.
18. Gamify Their Onboarding
Add gamification elements to make onboarding engaging. If your company has a culture of friendly competition, gamifying onboarding can be an effective way to integrate new employees into your culture.
With tools like Nectar, you can reward new hires with points for completing various onboarding tasks, such as security training or setting up direct deposit. Establish a budget for onboarding challenges to keep costs manageable while keeping the experience motivating and enjoyable.
19. Diversify Onboarding Formats
Instead of traditional orientation sessions or lengthy reading lists, create a more engaging onboarding process by incorporating different activities and formats tailored to your new hires’ preferences. Ask them how they learn best and offer options like videos, interactive guides, or hands-on activities.
Although video content takes more time to prepare, it adds an interactive element that can make a lasting impact. Documenting your onboarding materials can allow easy reuse and adaptation in future onboarding cycles.
20. Offer them free snacks in the break room
Offering new hires free snacks in the break room is one of the easiest ways to spark conversations. Such quick mid-work chats can help take the mind off work and are a great place to plan future activities. You can have a vending machine with healthy bites and candies. You could also offer smoothies and coffees at a subsidized rate.
21. Start on a Friday
Most employers arrange for new hires to start on a Monday morning. Why not introduce them to the company on a Friday? This idea can work wonders in reducing anxiety and helping the new starter feel at ease. The general mood of the office will also be lighter than on a Monday morning. Everyone will be relaxed and excited about the upcoming weekend.
Consider changing the new hire’s start time. Instead of getting them to come in at 9 when you are likely busy, get them in at 11. This will give you time to prepare to give them your full attention. You can also introduce them to the team during their mid-morning coffee break.
23. Implement a Cross-Functional Bootcamp
This approach allows new hires to rotate through various departments, reducing organizational silos and building empathy across teams. It’s also a cost-effective way to help new employees meet colleagues across the organization. While it requires coordination, the result is a more integrated and cohesive workforce.
24. Use a Cohort Onboarding Model
Onboarding multiple employees simultaneously fosters camaraderie and shared experiences among new hires, allowing them to bond and support each other. A cohort model can streamline onboarding tasks and distribute responsibilities among company leaders. Although it requires planning, including aligning headcount and coordinating start dates, the effort can yield a robust and efficient onboarding program.
25. Rookie Cookie Program
Another simple yet creative new employee onboarding activity is encouraging the new hire to participate in a “Rookie Cookie” program. Encourage your new hires to bring cakes or cookies on their first day.
They just get them to set up on their new desks. The promise of treats motivates other team members to stop by and introduce themselves. It's much tastier and more enjoyable than a formal meet-and-greet!
26. Invite your new hire to join a Happy hour gathering
Every Friday, we gather all Learnifier teams for a ‘Drink O’clock.’ This is a great way to introduce your new hire to their team and co-workers in an informal, social setting.
27. Check-in with your new hire three times before day one
Check-in with your new hire one week, three days, and 24 hours before their first day. You can mention things like having spent the afternoon setting up their computer. You could also send them a photo with their desk all ready. It shows the new hire that you’re thinking about them and putting effort into preparing for their arrival. That’s easy to build into your preboarding process.
The Importance of Onboarding Activities
Onboarding activities are the unsung heroes of a new employee’s journey. They lay the groundwork for feeling supported, engaged, and prepared from day one. When done right, they can skyrocket retention rates up by as much as 82% and boost new-hire productivity by 72%. What company wouldn’t want that?
Despite these benefits, many fail to prioritize meaningful onboarding experiences. Gallup found that only 12% of employees feel their companies provide great onboarding. The other 88% floundering with lackluster or even negative first impressions.
Not Just Paperwork: Crafting Meaningful Experiences
A great onboarding strategy goes beyond just paperwork. It should include structured activities introducing employees to company culture, providing relevant training, and offering clear guidance on their roles. It’s all about making onboarding an intentional, engaging process. By doing so, you’re setting new hires up for success, boosting morale, productivity, and long-term loyalty.
Engage and Retain: The Long-Term Benefits
You’re not just onboarding employees; you’re investing in their future with your company. A well-structured onboarding program makes them feel valued and part of something bigger. This increases loyalty and engagement, which ultimately benefits everyone. It’s a win-win.
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What to Avoid During The Onboarding Process
Avoiding Chaos: Structure Your Onboarding Process
When you wing it, you pay the price. New hires try to make sense of everything, and a chaotic onboarding process only adds stress. Without a clear plan, people will repeat information or worse they’ll give contradicting information.
This can leave new hires flustered and stressed. Systematize the process. Get crystal clear on what each person’s role is. When everyone knows their part, new hires get the information they need without confusion. They can focus on learning and acclimating, not unraveling a tangled web of mixed messages.
Ease In: Don’t Overwhelm Your New Hires
It’s day one. Your new hire walks into the office, eager to get settled. But instead of a warm welcome, they’re hit with a tsunami of information. They’re drowning before they’ve even had a chance to catch their breath. You want to help them succeed, but front-loading all the information in the first few days is not how to do it.
Give new employees plenty of time to complete all onboarding activities. The first week should be fully dedicated to onboarding. Drip-feeding information in a digestible way helps them retain it and reduces overwhelm.
Don’t Leave Your New Hire Out in the Cold
Starting a new job is intimidating enough. Don’t make it worse by neglecting your new hire. If their manager doesn’t make time for them in the first day or two, they’ll feel alone and isolated. Take the time to welcome them and introduce them to the team.
Make sure their manager schedules one-on-one time with them early on. A little effort on the front end will pay off in spades. When new hires feel supported, they’re more likely to succeed in their new role.
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