The first days and weeks on the job set the tone for an employee’s long-term success. A robust onboarding program does more than cover policies and procedures—it builds connection, clarity, and confidence. When done right, onboarding accelerates productivity, fosters engagement, and reduces turnover.
Here’s how to create an onboarding experience that helps new hires hit the ground running—and how to use DISC assessment results to tailor it to each individual’s style.
- Start Before Day One
A strong onboarding process begins the moment the offer is accepted. Send a welcome email outlining what to expect in the first week, provide access to digital paperwork, and include a short video or message from the team or leadership. This early outreach helps reduce first-day anxiety and signals that the company is organized and employee-focused. - Build a Structured First Week
Outline a clear schedule for the first five days—introductions, systems access, shadowing opportunities, and time to review core policies. Assigning a peer mentor or “onboarding buddy” can be a game-changer, offering informal support and helping the new hire get acclimated to the company culture. - Use DISC Assessment to Personalize Onboarding
One size doesn’t fit all. By using DISC assessment results from the hiring phase, you can tailor onboarding to match a new hire’s behavioral style:
• High D (Dominance): Focus on clear goals, expectations, and how their role drives results. Avoid micromanaging; give autonomy quickly.
• High I (Influence): Provide plenty of team interaction, upbeat energy, and opportunities to connect with colleagues early.
• High S (Steadiness): Allow time to observe and absorb at their own pace. Offer reassurance and consistency in communication.
• High C (Conscientiousness): Be detail-oriented in your training materials. Provide documentation, clarity, and logical step-by-step instructions.
This approach increases comfort and effectiveness, helping each employee learn in a way that aligns with how they naturally process information and engage with others. - Gather Feedback and Iterate
Ask for feedback at key checkpoints—week one, 30 days, 60 days. What’s missing? What helped most? Use this input to improve the experience for future hires.
Final Thought:
Onboarding isn’t just orientation—it’s the foundation for long-term performance. When you personalize that experience using tools like DISC, you’re not just welcoming someone to the company—you’re equipping them to succeed on day one and beyond.