Effective onboarding begins before the first day...
In the mission-driven world of nonprofit health and human services, welcoming a new employee is more than a routine HR task—it’s an opportunity to affirm purpose, build trust, and set the tone for a culture of compassion and excellence. For Anabaptist and other faith-rooted organizations, where community, humility, and service are guiding lights, onboarding offers a practical and spiritual invitation: you belong here, and your work matters.
But a warm welcome alone doesn’t ensure long-term engagement. According to the Harvard Business Review, organizations with strong onboarding programs improve new hire retention by 82% and productivity by over 70% (Bauer, 2010). In a sector where every team member is a caregiver—whether at the bedside, in administration, or behind the scenes—those numbers translate to mission impact.
Here are five proven strategies for making the first 90 days not only productive, but also deeply meaningful.
- Start Before Day One
Effective onboarding begins before the first day. A thoughtful pre-boarding process—welcome emails, personalized messages from team members, and a clear schedule for the first week—reduces anxiety and builds a sense of readiness.
McKinsey research highlights the importance of reducing “time to productivity” by preparing new hires in advance with reading materials, tech setup, and role-specific context (McKinsey & Co., 2021). In faith-based organizations, this could also include sharing a short story or reflection that illustrates how your team lives out your values in action. This early investment signals: we’ve been preparing for you.
- Design a 90-Day Journey, Not a One-Day Orientation
Too often, onboarding is treated as a checklist: benefits review, quick tour, a few introductions—and then the real work begins. But employees don’t fully absorb culture, expectations, or workflows in a day. Research from the Society for Human Resource Management (SHRM) recommends a structured, 30-60-90 day onboarding framework, with clear milestones for learning, contribution, and connection (SHRM, 2023).
Think of the first 90 days as a slow and steady walk into the heart of your organization—not just a map of policies, but a guided tour of your purpose, your people, and your practices. Consider assigning onboarding “mentors” who embody your values and can walk alongside new hires throughout this journey.
- Build Culture Through Relationships, Not Just Policies
New employees are learning much more than job duties—they’re observing how trust is built, how decisions are made, and how people are treated. In Anabaptist tradition, community is not merely a concept, but a lived reality. Onboarding should reflect that ethos.
Create intentional moments for storytelling and relationship-building. Invite team members to share how their role connects to your mission. Include time for one-on-one coffee chats, introductions to board members or executives, and reflections on organizational values in practice. Culture is caught more than taught.
- Equip and Empower: Clarity is Kindness
Clear expectations, well-defined goals, and timely feedback are not just performance tools—they are acts of hospitality. Ambiguity breeds anxiety, especially in service-oriented roles where stakes are high, and decisions are complex.
Be transparent about performance measures, key priorities, and communication norms. Use the onboarding period to empower—not overwhelm—new hires. In The First 90 Days, leadership expert Michael Watkins notes that “early wins” build confidence and credibility. Design onboarding activities to enable success early and often.
- Close the Loop: Reflect, Celebrate, and Adapt
The end of the 90-day period should not be a quiet fade into business-as-usual. Create a structured check-in at Day 90 to reflect on what’s been learned, offer two-way feedback, and celebrate milestones.
Invite the new employee to share insights about your onboarding process. What worked? What was missing? What surprised them? This feedback not only improves your process—it affirms that their voice matters. As Galatians reminds us, we are to “carry each other’s burdens”—and that includes listening well.
Your organizations are rooted in faith and values that the wider world is hungry for: humility, mutual care, community, and justice. A well-designed onboarding program doesn’t just transmit policies; it offers a lived experience of those values. In a time when retention and engagement are challenges across our sector, we can’t afford to let the first 90 days be a missed opportunity.
Instead, let’s turn them into a transformative beginning—where every new hire hears, feels, and believes: You belong here. We’re glad you’ve come.
References:
- Bauer, T. (2010). Onboarding New Employees: Maximizing Success. SHRM Foundation.
- SHRM. (2023). Designing an Effective Onboarding Program. Retrieved from shrm.org
- McKinsey & Company. (2021). Reimagining the Onboarding Experience. Retrieved from mckinsey.com
- Watkins, M. (2013). The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. Harvard Business Review Press.