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Every new hire walks in with energy, questions, and the need to feel part of something. But without the right onboarding process, even the best talent can feel lost or disconnected. At Yomly, we have helped hundreds of organizations across the region streamline their HR and payroll operations through our all-in-one platform. One of the major challenges we see again and again is poor or inconsistent team onboarding.
To help organizations improve how they welcome new employees, we reached out to experienced leaders who have led teams at scale. And we got three powerful onboarding strategies that have worked in fast-moving startups and large enterprises alike.
Let’s look at what these experts had to say. Their practical tips can help your team onboard better, build trust faster, and retain top talent from day one.
Align New Hires With What Their Manager Actually Cares About
“After 30+ years coaching C-suite executives and running leadership development across 60+ senior coaches, I’ve seen one onboarding approach consistently accelerate integration: align new hires with what their manager actually cares about, not what they think should matter.
I coached a new GM at a tech company who kept focusing on product development and customer success–logical priorities. But his CEO only asked about sales pipeline and new business development. Their relationship was deteriorating fast because he wasn’t speaking her language.
We shifted his approach to start every meeting with sales performance first, then discuss other topics. The relationship transformed within weeks. He realized the investors were pressuring her for short-term growth, so that’s where her attention was.
The lesson: Have new hires spend their first week understanding their manager’s top 3 pressures and priorities through observation and direct questions. When they align their contributions to solve their boss’s actual problems–not the problems they assume exist–integration happens naturally and trust builds immediately.”
Bill Berman – CEO, Berman Leadership
Why This Works:
Many new hires walk in assuming what matters most, often based on the job description or past roles. But every leader has their own focus based on business pressures. When new team members take time to understand their manager’s real priorities, they gain trust faster and contribute in a more meaningful way. It creates alignment from day one, helping avoid confusion and frustration later.
Takeaway Tip:
Make “manager expectations” a formal part of onboarding. Ask every new hire to schedule a 30-minute conversation with their manager just to explore:
- What are the top 3 priorities right now?
- What does success in this role look like to you?
- What updates do you want to hear regularly?
Make Values Orientation a Non-Negotiable
“New hires are looking for the quickest path to feeling belonging in your workplace and I’ve seen one part of onboarding matter most: Values orientation. When you make an intentional effort to share your brand values – and why they matter to your customer and your new hire’s role – you paint a clear picture of why you do what you do and why this new hire is needed. Nothing says “we want you to get to know us better” like sharing your values, several real life examples of those values lived out and any reward or recognition structure in place to reward staffers who live values out loud. That’s how you help a new hire feel like they haven’t just joined an organization but rather signed up for a mission!”
Joey Price – Author of The Power of HR and CEO, Jumpstart HR
Why This Works:
A strong values orientation builds belonging early. It shows new hires what the company truly believes in and how those beliefs shape the way people work and interact. When employees can see themselves in the values and understand how those values impact customers and teams, they feel included and motivated to contribute meaningfully. It also sets a clear standard for how people show up at work.
Takeaway Tip:
Create a “Living Values” onboarding session:
- Share why each value exists with real internal or customer stories
- Invite a few team members to share how they’ve seen it lived out
- Highlight how your recognition program celebrates values in action
Assign a Peer Integration Partner
“One onboarding practice I have found consistently effective, both leading global e-commerce teams and guiding clients through digital transformation, is assigning each new hire a ‘peer integration partner’ for their first month.
This person is not their manager but a high-performing team member familiar with the company’s culture and workflows. The integration partner serves as a go-to resource for daily questions, informal introductions, and practical advice beyond what is covered in official onboarding materials.
I adopted this approach during a period of rapid scaling at an international e-commerce organization. Our business was expanding across multiple markets, and we needed new hires to contribute quickly, regardless of geography or function. Rather than rely solely on structured onboarding sessions, we paired every new joiner with a trusted team member who could offer candid perspectives, share unwritten rules, and facilitate real connections. This accelerated both technical ramp-up and cultural assimilation.
The results were measurable. New employees built working relationships faster and reported higher confidence in navigating both tools and team dynamics. Attrition during the first six months dropped significantly, which supported the business case for making this a standard process”
– Eugene Mischenko, President, E-Commerce & Digital Marketing Association
Why This Works:
New hires often feel hesitant asking too many questions to their manager. A peer partner gives them a safe and friendly contact who can explain day-to-day tasks, team culture, and tools without pressure. It builds trust, speeds up onboarding, and helps new employees feel supported. This simple practice also encourages a team-first mindset from the start and reduces early attrition.
Takeaway Tip:
Set up a “Peer Integration Partner” system:
- Match each new hire with a high-performing, culture-aligned team member
- Encourage informal check-ins, daily chats, and introductions to the wider team
- Provide a short guide with key things to cover in week 1 and week 2
Final Thoughts: Integration Happens When People Feel Seen
So, these were some of the expert insights on what really makes team onboarding work. From aligning with manager expectations to values-based orientation and peer partnerships, the goal is simple—help new hires feel seen, supported, and connected from day one.
If you’re looking for an HR and Payroll platform that supports better onboarding and overall employee experience, Yomly is here to help. We are one of the most trusted HRMS software providers in the UAE, across the GCC, and for global teams. Our all-in-one tool helps you simplify onboarding, manage employee data, automate HR tasks, and deliver a seamless journey for every team member.
Want to see how Yomly can work for your business? Book a free demo today.
