Think about it…
When you sign up for newsletters, you get an email welcoming you to the sender's mailing list. Flight attendants welcome you aboard planes. Doormen welcome you with smiles into restaurants. Butlers welcome you to five-star hotels and resorts. Consultants and independent contractors welcome you to their business and send a welcome packet.
So... what stops you as an organization from welcoming your new hire? And if you are wondering how to welcome a new employee to the team, start by putting yourself in their shoes. It might sound cliche, but it really is that simple.
Starting over at a new company in a new role, in an unfamiliar environment can be intimidating. It’s like being the kid at school — you’re told where your locker is, what classes to attend and their durations — however, what the kid really wants to know is how to act and what the social norms are.
Does raising up their hands to answer a question get them snickers from other classmates? Should they wait until they're asked?
Now, imagine your new hires as a seventh-grader in this predicament: Would they feel better and happier knowing what’s expected of them? Would you?
Everyone wants someone supporting them… or in this case, cheering them on as they take the first step into uncertainty.
And that’s what onboarding feels like. And as companies continue to feel the impact of the Great Resignation, it's more important than ever to take a closer look at the hiring process. This includes recruitment, interviewing and of course, onboarding.
Talent scarcity and high turnover are among the biggest challenges organizations will face in 2022 and beyond. Gallup discovered that 88 percent of organizations do not onboard well. This is why one in five new hires is unlikely to recommend an employer to a friend or family member.
And yet:
- Organizations with a strong onboarding process improve new hire retention by 82 percent and productivity by over 70 percent.
- Seventy-nine of employees who had an excellent onboarding experience say they have “the best possible job ever!”
- Asking new hires for feedback after onboarding improves company-employee relationships by 91 percent. Plus, 79 percent of new hires who were asked for feedback before resuming on their first day were willing to refer others to their employers.
Essentially, the advantages of an amazing onboarding experience are worth the effort. And it starts with the first step.
An employee welcome letter goes a long way in not only making a great first impression but also in preparing a new employee for a successful career.
What are the benefits of welcoming a new employee into your organization?
Consider the following statistics:
A bad onboarding experience increases the likelihood of an employee looking for another job, while a strong onboarding experience ensures that 69 percent of workers remain with a company for three years.
Additionally, organizations with an excellent onboarding process increased new hire retention rates by 52 percent, and a positive employee onboarding experience increases the likelihood of that person remaining by 82 percent.
Excellent onboarding matters, and it starts with a warm welcome. The benefits of welcoming a new hire to your team include:
Motivation
A new hire probably feels jittery on their first day of work. A structured and warm welcome can motivate them to do their best and contribute to the company’s long-term success.
Commitment
SHRM reports that the first 45 days of employment account for up to 20 percent of worker turnover. What you do on the first day all adds up to what a new hire thinks about the organization 45 days after.
Creating a good first impression will motivate your new employees to stay. Your employee welcoming and onboarding efforts hugely determine your retention or turnover rates.
Engagement
A welcome email is more than a nice gesture. It's an opportunity to show new hires that they made the right decision and prepare them for what's next.
Since job searching is a life-changing process, communicating with the right words reiterates that they’ve chosen to work in an organization with the right culture fit for their talents and effort.
Connection
Every word you say in a welcome email matters. You want to set the right tone for what a new employee should expect in your organization. A great welcome email should make your new hire feel excited to connect to their colleagues and the company’s overarching vision, mission, and purpose.
What should you include in a new employee welcome email?
Typically, an onboarding email comes from the new hire’s direct manager or the head of the department. The tone of the welcome email should be helpful, enthusiastic and an accurate reflection of the company's culture. But most of all, it should clearly let your new employee know what's going on. Here are some housekeeping details to include:
- Work hours.
- Start date reminder.
- Dress code (for hybrid and in-office working conditions).
- What to bring (paperwork, ID, etc) — for hybrid and physical working conditions.
- First-day schedule.
- Welcome events (virtual or physical).
- Contact information.
- Where to find their workstation (for hybrid and in-office working conditions).
- Detailed instructions on how to locate the office or company-appointed workstation.
New Employee Welcome Email Examples
Before writing welcome emails for new employees, consider the following.
- Your company culture (is it professional, casual, warm?)
- Your new employee’s location (Are they remote workers? Did they relocate to town? How can you ensure they feel comfortable and adequately prepared)
- The information they'll need to comfortably walk in on their first day (and ways to make that experience special and unique to them!)
Here are a few examples that vary in circ*mstance and tone. We've bolded sections that someone would fill in — but remember to tweak these examples to fit your company's requirements.
Casual Welcome Email For New Employee Joining In-Office
Subject line: Welcome to the team, (new hire name)!
Hi there (new hire name),
I'm thrilled to officially welcome you to (company name). I look forward to getting to know you, and can't wait for you to get started.
Here are some important reminders leading into your first day:
- Please make sure to sign all of the paperwork sent via (Email, Docusign, etc.) by (X date).
- Your first day is (X date) at (X time). [Provide information on where to go]
- Please be sure to bring your photo ID and any documentation provided.
- Our dress code is casual, so feel free to dress comfortably!
| Scribe top tip: Add orientation and check-in meetings to the new employee's calendar ahead of time. This way they have an easy-to-follow itinerary as soon as they walk in. Here's a Scribe on how: |
We'll use your first day for orientation purposes, and give you the chance to meet the team. During your first week, we'll focus on setting up your training schedule and adding you to your first projects.
Please feel free to reach out to me directly with any questions. We're thrilled to have you.
Welcome aboard!
[Manager signature]
Welcome Email For New Employee Joining Remotely
Subject line: Welcome, (new hire name)!
Hi, (new hire name),
Welcome to (company name). 🎉 We have no doubt that your skills and experience will bring something great to the table.
To make sure we’re on the same page for your first day: you start on (month and day). Our regular hours are 9 AM to 5 PM, but for your first day please make sure you’re logged in for 10 AM.
We went ahead and arranged a few meetings for your first day, which you’ll find in your calendar invites:
- 10AM-10:30AM: 1:1 with your team lead (name)
- 10:30 AM-11 AM: Meet your teammates
- 11AM-NOON: Orientation with our HR manager (name)
- 1:30 PM-2:00 PM: Meet your buddy (name)
Your first day will be dedicated to making sure you've properly set up, filled out the right paperwork and have all the information you need to get started.
We know remote onboarding can feel a little different, but we’re here for you! If you have any questions or concerns before your first day, don’t hesitate to reach out.
P.S: Mental health is important when WFH! We’ve included a to-go mug in your Welcome Package, so you can take your coffee with you outdoors, as we encourage walk breaks between meetings!
Excited to have you on board!
(Your signature with contact details)
(Source)
6 Additional Tips For Writing A Welcome Email That Gets New Employees Excited
If you’re not sure about how to write a great welcome email for your new employee or what to include, check out these pointers.
1. Use formatting
While your new employee is excited to start working with you, that doesn't mean they aren’t anxious. Consider the following when crafting your new email.
- Use lots of white space.
- Break texts into chunks.
- Use subheadings, bullets and bold important parts.
- Add special effects by using gifs, memes, videos or infographics.
The first three tips would make your email more legible and reduce your employee’s anxiety (which could stem from information overwhelm).
The last point is a great addition if you’re a fun or casual company and want to add some spice to your email. It also can add some much-needed levity to calm those pre-hire jitters.
2. Show your excitement
I bet you're thrilled that this new hire is joining your team. Do you know who's just excited? THEY ARE! Let recruits know that you can't wait for them to get started. Use friendly words. And if your brand leans more on the formal side of things, it's okay to slip in an exclamation point or two. Let them know there's a real person on the other end of their inbox.
3. Be personal
Like we said above, let them know they're talking to a real person. Use their first name throughout the email and address yourself using the first-person pronoun (I) instead of “we (the organization).” It humanizes the organization and builds a stronger connection than imagining a faceless company representative.
a A personable email builds trust just as much as connection. If you're using a template, personalize it as much as possible. In parts where you cannot mention their names (to avoid repetition), use “you.”
4. Let them know it’s okay to experiment
Usually, candidates put their best foot forward during the resume creation and interview processes. And when they get the job, they resume their new jobs thinking that they have to be overly perfect.
Communicate that you recognize that they are human, first of all, and that it’s okay to make mistakes... or even fail. This will calm nerves and help them come in with more confidence to learn about their job, experiment with new ideas and grow professionally.
5. Let them know they have your support
Everyone needs an ally. Let new hires know you've got their backs. Let them know that you're open to questions or concerns. This makes them feel like a valued member of your and the company as a whole. Nothing's more empowering than having a leader tell you point-blank that they want to see you win.
6. Ask them if they have any concerns
Gauge how they're feeling now, and see what you can do to improve the experience moving forward. You can include some contact numbers for them to choose from or even add your personal number so that they can text or call you if problems arise.
Get new hires ready for that first day
Bringing a new team member aboard shouldn’t be boring or rigid. Have some fun and make sure your new hires do too! All that matters is that your employees are excited (dare we say... ecstatic?) to get started and prepared to hit the ground running.
