Onboarding can be a long and stressful process – but it can also be your opportunity to show new hires what you are about. This is especially important given the number of new hires that leave an organisation before the 90 day onboarding process has even finished, which Forbes estimates at around 17%.
In order to reduce such turnover rates, one way to make new hires feel more valued is to introduce recognition and reward into your onboarding process – and here are 6 ways in which you can do so.
- Firstly, take the time to understand the needs and desires of your new employees
In order to ensure that you provide the most meaningful employee rewards that have a lasting impact on new employees, it is crucial to understand exactly what it is that they want or need from a rewards programme. This will help you to build a better understanding of who your employees are, and what they require.
- Introduce yourself before the day of the onboarding
Studies have shown that employees don’t leave companies, they leave managers. In fact, PR Newswire reports that 57% of employees have left a job due to their boss, and another 32% have seriously considered it.
These statistics show just how important it is for management to make employees feel recognised and appreciated by their superiors from the get go. The best place to start with this is to make a good first impression, by reaching out even prior to any onboarding taking place.
- Give people a proper welcome into the team
People want to feel like they are part of the team – and, let’s be honest, everyone loves a freebie! In order to welcome people to the company, give new hires a variety of branded items. This can be anything from travel mugs to water bottles, pens to notepads, or even a shirt or hoodie.
- Provide catering and refreshments for training days
Though onboarding involves some practical training, it also requires some potentially intensive training days. As people may end up sitting in a room for hours at a time, this can get a bit boring, to say the least.
Reward employees for undergoing such training by providing them with free food, tea and coffee throughout the day.
- Get to know each individual new starter
Everyone is different, so treat them as such. Don’t lump everyone in together and expect to really understand their motivations. Instead, take the time to truly get to know each and every new employee. This will ultimately make them feel more valued and seen within the company.
- Gamify aspects of the onboarding process
And finally, don’t be shy about giving out rewards once employees complete certain tasks of the onboarding process. One way you can do so is by gamifying some aspects, encouraging friendly competition, breaking the ice, encouraging collaboration, and allowing you to reward the winners with something meaningful.
As you can see, there are several ways in which businesses can make the onboarding process a little less intense, without compromising on the quality of the training. With a little reward and recognition, the whole process can run a lot more smoothly.
Related: Why You’re Losing Sales (And It Has Nothing to Do With Your Offer)
The short version: Recognition and reward during onboarding build confidence and motivation in new employees from day one. When you celebrate early wins and acknowledge effort, you create a positive culture that makes people want to stay and perform. This approach transforms onboarding from a checklist into a meaningful experience that shapes how new hires see your company.
Frequently asked questions
When should you start recognizing new employees?
Start from their first day. Recognition doesn’t have to be big – a welcome message from leadership, acknowledgment of completing training modules, or praise for asking good questions all count. Early recognition sets the tone and shows that your company values effort and engagement from the beginning.
What types of rewards work best during onboarding?
The best rewards during onboarding are often non-monetary: public acknowledgment, badges or certificates for milestones, extra break time, or small perks like coffee vouchers or company swag. These feel personal and celebrate progress without creating pressure. Match rewards to your company culture and what your new hires value.
How do you prevent recognition from feeling fake or forced?
Be specific and genuine in your praise. Instead of generic compliments, point out exactly what the person did well and why it matters. Only recognize real achievements, even small ones. When recognition ties to actual behavior and contribution, it feels authentic and motivates people to continue doing good work.
Can recognition programs help with employee retention?
Absolutely. Employees who feel recognized early are more likely to stay with your company. Recognition creates an emotional connection and signals that you see them as valuable members of the team, not just new hires filling a role. This sense of belonging is one of the strongest retention tools you have.
Related reading: The Power Of Employee Recognition And Performance Rewards and 10 Critical Items on Your New Hire Checklist for a Winning Onboarding Strategy!.
