Recently I talked with a friend, John, who spoke with such pride about his grandson being recruited by Division I football programs. The list of colleges from coast to coast was quite impressive, including Harvard. Yet, Jack’s grandson chose a lesser-known university in Virginia.
Why? 100% because of the coaches.
John explained that while his grandson had great respect for the coaches of the most prestigious schools, the coaches in Virginia were different. They created a very personal experience. They cared about his grandson as a person, not just as an athlete. After the scholarship letter was signed, both the head coach and assistant coach traveled from Virginia to Iowa to have dinner with the family and grandparents.
Think about that—he had already committed. They didn’t have to “sell” him anymore. But they understood something powerful: commitment isn’t final until it feels personal.
That’s onboarding at its best!
The Business Lesson
In the business world, we often reduce onboarding to HR paperwork, compliance videos, and a quick tour of the office. Necessary? Yes. Meaningful? Not always. Just like those coaches, organizations need to realize that the “courtship” doesn’t end when a new hire says yes. In fact, that’s when the real work begins.
Three Lessons for Leaders
Care First, Then Lead
The old saying still holds true: people don’t care how much you know until they know how much you care. When all other factors are close to equal, people will join and stay where they feel seen, valued, and where they belong.
Keep Courting After “Yes”
Don’t go silent between the offer letter and the first day. A personalized note, a thoughtful welcome packet which goes beyond forms, or even coffee with a peer can make a tremendous difference. Staying connected reinforces that you truly want them—not just their skills.
Make the First Day a 10/10
When friends and family ask, “How was your first day?” you want their response to be, “unbelievable, I already feel like I belong”. Just like in Jack’s situation, those same friends and family will likely speak positively on the organization’s behalf when the person faces a hard day in the future. Conversely, if the first day or week is not a positive experience, friends and family will be the first to say, “Well, I guess you saw this coming from the start.” Inclusion doesn’t mean you just invite someone to the team. It means you invite them to have a seat at the table, and actively include them in the inner-circle conversations.
The Bigger Picture
Onboarding done well is not a checklist; it’s a statement of belonging. Just like John’s grandson, your new employees are making a choice that goes beyond contracts or offers. They are choosing to believe that you care about them as people. When you show them you do, it’s a differentiator, and the commitment becomes lasting.
The MPO Advantage
Take a fresh look at your onboarding experience and make it personal for the new hire. Reference the Motivation and Work Environment section of the MPO! Make the experience beyond paperwork and compliance and include activities that create belonging. The difference determines whether your recruit simply joins your payroll or commits to the team.
If you’re interested in learning more about how to improve your employee onboarding, schedule a 30 Minute Meeting with Seda Consulting!