How To: Onboard A New Hire

First things first—congratulations! You made a great hire, and now it’s time to make sure they feel just as confident in their decision to join your team.

One of the biggest factors that separates high-performing companies from struggling ones? A strong onboarding process. A thoughtful, well-executed onboarding experience helps new employees feel welcomed, aligned, and empowered—and it plays a major role in long-term retention.

With the average employee changing jobs every two years, the way you onboard matters. Here are the foundational elements every ag + western industry employer should follow when welcoming a new team member.

Before Day One: Lay the Groundwork

A smooth first day starts well before your new hire walks through the door. Avoid spending their first hours knee-deep in paperwork by prepping the essentials in advance:

• Set up their workspace (desk, tools, equipment).

• Create necessary accounts and logins.

• Assemble benefits and onboarding materials.

• Prepare any technology or safety gear they’ll need.

And don’t forget your current team—loop them in! Make sure they know:

• When the new hire starts

• Who they’ll be working with

• Who they’ll report to

That way, everyone’s aligned and ready to welcome the newest addition without confusion or delays.

Day One: Make It Memorable

First impressions matter. Your new employee should end their first day feeling like they made the right move. It doesn’t require a grand gesture—just be intentional about making them feel welcomed and valued.

• Start with a friendly introduction to the team and key players.

• Give them a workplace tour (don’t forget where the coffee is!).

• Wrap up any remaining paperwork.

• Begin any required training.

• Have a transparent conversation about your expectations, company culture, and what success looks like in the role.

If you’ve followed our 5 Tips for Writing an Outstanding Job Description, your new hire already has a clear picture of their responsibilities. Still, reinforcing goals and aligning on expectations sets a strong foundation.

Week One: Start Building Confidence

The first week is about integration. Help your new hire settle into their role by:

• Assigning their first project (if applicable)

• Encouraging questions and curiosity

• Checking in daily to provide feedback and support

By the end of the week, ensure all admin tasks are wrapped up. The goal here is to help them feel confident, capable, and like they’re part of the team.

Month One: Go Beyond the Basics

Ongoing communication is key. As your new hire settles in, they’ll encounter new challenges, questions, and learning curves.

That’s why regular check-ins matter—even if you talk day-to-day. Schedule intentional 1:1 conversations to:

• Offer feedback and clarity

• Hear their observations

• Gauge where support is still needed

Also, extend grace. Mistakes and questions are part of the learning curve. Your guidance during this period helps build trust and sets the tone for their future with you.

The First 90 Days: Keep It Going

Great onboarding doesn’t end after the first week—or even the first month. Continue nurturing your new hire’s growth through the 90-day mark. This gives you a better sense of:

• Their strengths and areas for development

• How well they’re integrating with your team

• Whether the role is truly the right fit for them and for you

Most importantly, it gives them the space to offer feedback, ask questions, and feel empowered in their new role.

Retention Starts Here

Retention has become a top concern across every industry, not just in ag + western. But it’s not just about perks or paychecks. It’s about belonging, clarity, and connection. And that all begins with onboarding.

Set the tone early, support your people intentionally, and you’ll lay the groundwork for long-term success for both your new hire and your company.

Need more resources to make hiring easier and more effective? Check out these employer-focused tools and articles from Of The West. We’re here to help you build a strong team and a stronger future.