15 Onboarding Activities to Maximize New Hire Success

Effective employee onboarding is crucial for integrating new hires into an organization, directly influencing their engagement, productivity, and long-term retention. A well-structured onboarding program not only familiarizes employees with their roles and the company culture but also fosters a sense of belonging from the outset. 

Choosing the right onboarding activities is critical, not only to setting up new employees for success, but also for increasing retention. According to Digitate, employees who have a negative onboarding experience are twice as likely to look for a new opportunity in the near future.

In this article, we will explore 15 impactful onboarding activities designed to maximize new hire success. 

What Are Some Fun Onboarding Activities to Increase New Hire Success?

1. Preboarding Activities
2. Welcome Packages
3. Creative Welcome Videos
4. Team Lunches and Social Events
5. Gamified Orientation Sessions
6. Office Scavenger Hunts
7. Interactive Office Tours
8. Virtual Coffee Chats
9. Wellness Programs
10. Show and Tell Sessions
11. Personalized Welcome Boards
12. Buddy or Mentor Programs
13. Interactive Training Modules
14. Cultural Immersion Activities
15. Feedback Mechanisms

1. Preboarding Activities

A successful onboarding process begins before a new hire’s first day. Preboarding activities help set expectations, create excitement, and provide employees with the tools they need to hit the ground running. For IT and security leaders, early engagement ensures that new employees receive the necessary resources, training, and system access ahead of time, reducing administrative delays and security risks.

Preboarding is also an opportunity to make employees feel welcomed and valued, helping them build connections with their team and understand company culture before their official start date. Below are two key preboarding strategies to maximize new hire success.

Engaging New Hires Before Their Start Date

Waiting weeks between a signed offer letter and the first day can leave new hires feeling disconnected or uncertain. Keeping employees engaged before their start date helps reduce anxiety, increases retention, and fosters an early sense of belonging.

Sending a Welcome Email with Company Insights, Team Introductions, and a Personalized Message from Leadership

A thoughtful, well-crafted welcome email is one of the easiest ways to set a positive tone. Instead of just confirming the start date and logistics, this email should provide:

• A personalized message from leadership expressing excitement about their arrival.
• Company insights, including an overview of mission, values, and culture.
• An introduction to their team and key contacts, such as their manager, mentor, or HR representative.
• A schedule of onboarding activities and any preboarding steps they can complete in advance.

Personalized communication makes new hires feel acknowledged and valued even before they officially join the team.

Inviting New Hires to Optional Preboarding Activities Like Team Slack Channels or Virtual Meet-and-Greets

Encouraging social engagement before the first day helps bridge the gap between hiring and onboarding. Companies can:

• Add new hires to team Slack or Microsoft Teams channels where they can introduce themselves, interact with future colleagues, and ask questions.
• Organize virtual meet-and-greet sessions where new employees can informally chat with their team, mentors, or leadership.
• Provide access to an internal onboarding portal with videos, employee testimonials, and FAQs.

For remote teams, preboarding activities play an even bigger role in preventing isolation and improving early engagement. By fostering early interactions with their team, new hires will feel more connected and confident when they officially start.

Providing Company Information and Resources in Advance

New employees often spend their first few weeks navigating policies, setting up devices, and trying to understand their job responsibilities. Providing essential resources ahead of time allows them to ease into their role and get a head start on onboarding tasks.

Giving Early Access to an Employee Handbook, IT Setup Guides, and Role-Specific Training Materials

A structured preboarding resource package can streamline onboarding and reduce information overload. This can include:

• The employee handbook outlining company policies, HR guidelines, and workplace expectations.
• IT setup guides covering account creation, security protocols, and software access to minimize first-day technical issues.
• Role-specific training materials such as workflows, key responsibilities, and department-specific guidelines.

By familiarizing themselves with this information early, new hires will feel more prepared and confident on day one.

Setting Up Self-Paced Learning Modules to Ease the Transition Into Their Role

Not all onboarding training needs to happen after the start date. Companies can offer self-paced learning modules during preboarding to introduce:

• Cybersecurity awareness training to ensure employees understand compliance policies before accessing systems.
• Company history and culture lessons to align new hires with the organization’s vision.
• Role-specific learning paths, such as IT administrators reviewing cloud security best practices or developers familiarizing themselves with company coding standards.

By allowing employees to work through training materials at their own pace, organizations can make onboarding less overwhelming and more engaging.

By providing the right resources, training materials, and early team interactions, organizations can ensure that new employees feel confident, prepared, and integrated from day one.

2. Welcome Packages

A well-thought-out welcome package is more than just a collection of items—it’s a tangible representation of company culture, appreciation, and enthusiasm for new hires. A strong first impression can set the tone for an employee’s entire journey, and receiving a carefully curated welcome package can make new hires feel valued and excited to begin their role.

Welcome packages also serve a functional purpose—providing essential work tools, security-related onboarding materials, and IT resources to ensure a seamless transition into technical roles. Below are two key elements that make a welcome package effective and memorable.

Sending Care Packages Full of Company-Branded Goodies

Welcome packages should be a mix of practical items and company-branded swag that make employees feel like they’re part of the team from day one. These packages can be customized based on role and department but generally include:

• Branded Apparel – Company T-shirts, hoodies, or hats help create a sense of belonging. For remote workers, receiving company swag can help them feel connected despite being offsite.
• Office Supplies – Notebooks, pens, mousepads, and USB drives are great additions that also serve a functional purpose. IT and security teams can include secure USBs or password management tools to reinforce security best practices.
• Custom Swag – Fun, unique company-branded items like water bottles, stickers, tote bags, or coffee mugs can personalize the onboarding experience and make it more engaging.
• Tech Essentials – Depending on the role, companies can provide headsets, ergonomic keyboards, or external webcams to ensure remote employees have what they need to work comfortably.

A well-assembled welcome package helps employees feel appreciated, prepared, and excited about their new role, ensuring a smoother transition into the company.

Including Personalized Welcome Notes

Beyond company swag, adding a personalized touch to a welcome package can have a significant impact on employee engagement. A simple handwritten note from a manager, mentor, or team member can make new hires feel truly welcomed and valued.

Why a Personal Welcome Note Matters

• Strengthens early connections – A handwritten message expresses genuine enthusiasm for the new hire’s arrival, helping to create an immediate emotional connection.
• Reinforces company culture – A thoughtful message can highlight the company’s mission, values, and excitement about the employee joining the team.
• Boosts morale and engagement – New hires who receive personal acknowledgments are more likely to feel motivated, engaged, and committed to their new role.

What to Include in a Welcome Note

• A warm greeting and introduction from the hiring manager or leadership.
• A personal message such as "We're thrilled to have you on board, and we can't wait to see the impact you'll make on our team!"
• An invitation to connect, such as "Feel free to reach out anytime—we’re here to support you in every way possible."
• A friendly sign-off with a handwritten signature for a personal touch.

Even in remote or hybrid workplaces, companies can digitally personalize messages through emails, Slack messages, or a short welcome video from leadership. However, a physical handwritten note adds an extra layer of warmth and authenticity.

A well-designed welcome package helps new hires feel connected, appreciated, and excited about their journey with the company. Whether through branded goodies, functional work tools, or a simple handwritten note, these small gestures can significantly impact employee engagement and retention.

3. Creative Welcome Videos

Traditional onboarding materials like handbooks and PowerPoint presentations often fail to capture the energy and culture of a company. Creative welcome videos, on the other hand, provide an engaging and visually immersive introduction for new hires. 

By using video, organizations can make the onboarding process more interactive, personal, and memorable, ensuring that new employees feel excited and prepared before their first day. Below are two key ways to make welcome videos impactful.

Producing Engaging Videos to Introduce Company Culture

A well-crafted welcome video should go beyond basic introductions and provide a compelling story about the company’s culture, mission, and values. This helps new hires feel connected to the broader purpose of their work and gives them a glimpse into daily life at the organization.

How to Structure an Engaging Welcome Video

1. Start with a strong opening – The first few seconds should grab attention. A quick montage of office highlights, team interactions, or exciting projects sets the tone.
2. Showcase the company’s mission and values – Instead of simply listing core values, integrate real-world examples of how the company embodies them. If innovation is a key value, include clips of brainstorming sessions or new product launches.
3. Highlight the work environment – Provide a virtual tour of office spaces, highlight collaboration areas, and showcase remote work culture if applicable.
4. Incorporate employee testimonials – Have current employees share their experiences, discussing what they love about working at the company.
5. End with an inspiring message – Close with a motivational note from leadership, reinforcing excitement about the new hire joining the team.

By combining storytelling, real employee experiences, and dynamic visuals, companies can create an engaging welcome video that introduces new hires to both the professional and cultural aspects of their workplace.

Featuring Messages from Team Members

A welcome video becomes even more personal when team members participate in it. Instead of making onboarding feel like a generic corporate process, these messages help new hires build an early connection with their colleagues and establish a sense of belonging before day one.

How Team Member Messages Enhance Onboarding

1. Personalization – When employees see welcoming faces and hear personal stories, they feel more at ease about joining the company.
2. Building early relationships – Seeing messages from managers, mentors, and teammates makes new hires feel less like strangers and more like part of the team.
3. Creating a welcoming atmosphere – A warm, personal welcome reduces first-day nerves and uncertainty, especially for remote hires who may not meet colleagues in person for weeks.

Best Practices for Team Member Messages

• Keep it short and friendly – Each team member’s message should be between 15 to 30 seconds to keep the video engaging.
• Introduce roles and departments – Employees should share their name, role, and how they collaborate with new hires.
• Share personal insights – Encouraging employees to talk about their favorite aspect of the company, a fun fact, or what they wish they knew when they started makes the message more relatable.
• Use a mix of formal and informal clips – A blend of professional greetings and casual moments (such as team lunches or project collaborations) creates an authentic, engaging video.

For remote teams, video messages are even more essential, as they bridge the gap between virtual and in-person interactions, helping new employees feel welcomed despite the distance.

Creative welcome videos are an effective way to immerse new hires in company culture, create excitement, and establish connections before day one. 

4. Team Lunches and Social Events

A well-structured onboarding process isn’t just about paperwork, training sessions, and IT setup—it’s also about building relationships and fostering a sense of belonging. One of the most effective ways to help new hires integrate into a company’s culture is through team lunches and social events. These gatherings provide a relaxed environment where new employees can meet colleagues, interact with leadership, and establish connections that go beyond their job responsibilities.

Below are two effective ways to use social events to enhance onboarding.

Inviting New Hires to Lunch or Team-Building Events

A simple but powerful way to make a new hire feel welcome is to invite them to a team lunch within their first week. This informal setting allows new employees to meet their coworkers, engage in casual conversations, and feel included.

How to Organize a Successful Welcome Lunch

1. Schedule it within the first few days – The sooner the lunch happens, the faster the new hire will feel integrated into the team. Ideally, it should take place within the first week.
2. Include key team members and leadership – Having managers, direct colleagues, and even senior leadership present sends a strong message that the company values its people.
3. Choose a relaxed setting – Whether it’s a cafeteria lunch, a casual restaurant, or an outdoor picnic, the key is to create an environment that encourages conversation.
4. Encourage informal discussions – While work-related topics may come up, these lunches should focus on getting to know each other as individuals.

For remote employees, a virtual team lunch can be just as effective. Companies can send a meal delivery gift card and schedule a casual video call where the team can chat over lunch. This helps remove the isolation remote workers may feel and ensures they still experience the same level of connection as in-office employees.

Organizing Happy Hours or Social Gatherings

While team lunches are great for initial introductions, after-work meetups and social gatherings offer another opportunity to strengthen relationships in a more casual setting. These events allow new hires to network with colleagues outside of structured meetings and get a feel for the company culture.

How to Plan a Fun and Inclusive Social Event

1. Host an after-work happy hour – A casual gathering at a local bar or restaurant allows employees to socialize outside of work, talk freely, and build personal connections.
2. Organize virtual happy hours for remote teams – Remote employees often miss out on in-person networking opportunities. Hosting a virtual happy hour with icebreakers, games, or informal Q&A sessions helps them bond with their colleagues.
3. Create themed events – Whether it’s a game night, trivia contest, or outdoor activity, choosing a theme can make social gatherings more engaging and interactive.
4. Encourage cross-department participation – IT and security professionals often work in specialized teams. By bringing different departments together, employees can broaden their internal networks and build stronger collaboration across teams.

A well-executed social event or happy hour provides new hires with an informal way to integrate into the company culture, meet colleagues outside their immediate team, and feel like a valued part of the organization.

5. Gamified Orientation Sessions

Traditional onboarding sessions can often feel overwhelming or monotonous, especially when new hires are expected to absorb a large amount of information in a short period. One way to make the onboarding process more engaging, interactive, and effective is by incorporating gamification.

Gamified orientation sessions use elements of competition, rewards, and interactive learning to improve knowledge retention and make training more enjoyable. This approach is particularly useful for IT and security teams, where employees must quickly learn complex systems, compliance protocols, and security best practices. By turning training into a game-like experience, companies can enhance participation, reinforce key concepts, and accelerate time-to-productivity for new hires.

Implementing Gamification Elements in Training

Gamification works by tapping into intrinsic motivation, encouraging employees to complete tasks through points, rewards, and a sense of accomplishment. Instead of passively absorbing information, new hires become active participants in their learning journey.

How to Integrate Gamification into Orientation Sessions

1. Scoring System – Assign points for each completed onboarding milestone, such as finishing a cybersecurity training module, setting up IT credentials, or passing a policy quiz. Employees can track their progress and stay motivated.
2. Achievement Badges – Reward new hires with digital badges for completing tasks like mastering a company tool, submitting security documentation, or attending a department meeting. These badges can be displayed on an internal profile or learning dashboard.
3. Leaderboard Challenges – A leaderboard that ranks employees based on participation and completion rates can boost friendly competition and encourage engagement. New hires can compete to see who completes training modules the fastest or earns the most badges.

When designed correctly, gamification makes onboarding more engaging, reinforces critical knowledge, and helps new hires feel accomplished as they progress through their orientation.

Creating Quizzes and Interactive Challenges

While gamification elements provide motivation, interactive challenges help reinforce learning through active participation. Rather than relying solely on passive presentations or long manuals, companies can use quizzes, puzzles, and group challenges to test knowledge and ensure employees retain key information.

Examples of Interactive Onboarding Challenges

1. Trivia Games – Platforms like Kahoot or Mentimeter allow companies to create quick, engaging quizzes on topics like company history, IT security protocols, or HR policies.
2. Escape Room-Style Challenges – A digital or in-person escape room scenario can be designed where new hires must use company tools, policies, and problem-solving skills to "unlock" different onboarding stages.
3. Scenario-Based Learning – Present new hires with real-world IT security scenarios and have them work through potential responses. For example, simulate a phishing email attack and ask employees to identify red flags and choose the appropriate security measures.
4. Role-Specific Challenges – Create mini-challenges tailored to each department. For example, developers might solve coding puzzles, while IT administrators could go through a simulated security breach exercise.

The key to successful onboarding gamification is balancing fun with learning. By integrating challenges that are directly related to the job role, companies ensure that employees are not only engaged but also gaining practical knowledge they can apply in their work.

Gamified orientation sessions transform onboarding from a passive learning experience into an interactive, engaging process. By implementing scoring systems, achievement badges, and quizzes, companies can boost motivation, reinforce training materials, and create a more enjoyable introduction to the organization.

6. Office Scavenger Hunts

Starting a new job can feel overwhelming, especially in a large office where employees need to quickly learn their way around. An office scavenger hunt is a creative and engaging way to help new hires become familiar with their workplace while also meeting key colleagues. Instead of simply providing a building map or a basic office tour, this interactive approach turns office exploration into a fun and memorable experience.

By incorporating problem-solving and team collaboration, this activity encourages employees to engage with their surroundings while building relationships with co-workers.

Designing Scavenger Hunts to Familiarize New Hires with the Workplace

A well-designed scavenger hunt should balance fun with practical knowledge. The goal is to help new employees navigate the office efficiently while making the process enjoyable rather than overwhelming.

One effective way to structure a scavenger hunt is by assigning clues that lead employees to different locations within the office. Each clue can provide a hint about a specific destination, guiding new hires step by step. These destinations might include the main entrance, breakrooms, IT support desks, HR offices, or security checkpoints.

To make the activity even more engaging, each stop can include a small challenge or task. Other stops could require employees to scan a QR code for office policies, sign into an internal system, or complete a short introduction with a colleague in another department.

A scavenger hunt can also be customized based on different job roles. IT professionals might have additional stops at server rooms or security monitoring areas, while marketing employees might visit creative workspaces or branding departments. By tailoring the hunt to specific positions, new hires gain a better understanding of their role within the broader company structure.

Encouraging Exploration of Different Departments

Beyond helping new hires navigate the physical workspace, a scavenger hunt is an excellent way to introduce them to colleagues from different teams. Meeting employees outside of their immediate department can improve cross-functional collaboration and create stronger workplace relationships.

One way to incorporate department exploration into the scavenger hunt is by requiring new hires to check in with key contacts in different areas. For example, one clue might lead them to the finance team, where they must introduce themselves and learn about payroll processes. Another stop might take them to HR, where they collect an employee handbook or review benefits information.

Each department visit can serve as a mini networking opportunity. Employees can ask questions, learn about team responsibilities, and understand how different departments interact within the company.

For remote or hybrid employees, a virtual scavenger hunt can be just as effective. Instead of physical locations, employees can be guided through digital workspaces such as Slack channels, internal wikis, or virtual meeting rooms. A well-structured virtual scavenger hunt can help remote employees get comfortable with digital collaboration tools while still engaging with colleagues in an interactive way.

Office scavenger hunts provide a dynamic and engaging way to help new hires learn their workplace, connect with colleagues, and understand key company resources. Instead of a routine office tour, this activity encourages exploration in a way that is both fun and educational. 

7. Interactive Office Tours

An office tour is one of the most critical first-day activities for new hires. However, a traditional walk-through can feel rushed and forgettable. By making office tours interactive, companies can transform a standard orientation into an engaging experience that helps new employees feel comfortable in their new environment.

Whether employees are working in-office full-time, in a hybrid model, or remotely with occasional visits, a well-structured tour ensures they know where to find the tools and resources they need.

Conducting Engaging Tours to Introduce Facilities

Instead of simply leading employees from one location to another, an interactive tour encourages participation and engagement. Walking new hires through meeting rooms, break areas, and workspaces while incorporating small tasks or challenges makes the experience more memorable.

One way to make the tour more interactive is by integrating small activities at each stop. For example, when introducing meeting rooms, new hires could practice booking a room through the company’s scheduling system. If the office uses smart desks or designated workspaces, employees could receive a quick demonstration on how to reserve a workstation.

New hires might visit an IT kiosk or tech support station where they can set up their login credentials, install essential software, or enroll in cybersecurity training. Security leaders can also use this time to highlight badge access points, secure document disposal areas, and emergency procedures.

Additionally, incorporating a Q&A segment at various stops allows employees to ask questions in a natural, real-time setting. Having experienced employees lead the tour or share personal insights at different locations can also provide a more dynamic experience.

Highlighting Key Areas and Amenities

Beyond essential workspaces, new hires should also be introduced to the amenities that contribute to their overall well-being and productivity. Highlighting these features during the tour helps employees feel valued and comfortable in their new workplace.

Wellness rooms, quiet zones, and relaxation areas should be part of the tour, especially for organizations that prioritize employee mental health. By showcasing dedicated spaces for meditation, stretching, or simply taking a break, companies can reinforce a culture of well-being.

Cafeteria options and break areas are another important stop. New hires should know where to find coffee stations, snack areas, and dining spaces. If the company offers free meals, vending machines, or meal delivery services, this is a great time to provide information on how to access them.

Another way to make the tour more engaging is by including a scavenger hunt element. Employees could be given a checklist of locations to find, with a small prize or recognition for completing it. This approach works particularly well for larger office spaces where remembering all locations at once can be overwhelming.

An interactive office tour makes onboarding more engaging while helping new hires quickly adapt to their new environment. By turning a simple walk-through into a hands-on experience, companies can ensure that employees retain important information about meeting spaces, IT resources, and workplace amenities. 

8. Virtual Coffee Chats

In a remote or hybrid work environment, new hires often miss out on the spontaneous hallway conversations and casual lunchroom introductions that help build workplace relationships. Virtual coffee chats offer a simple yet effective way to bridge this gap and foster social connections between employees. These informal meetings create opportunities for networking, collaboration, and culture-building while helping new employees feel welcomed and engaged from day one.

Setting Up Informal Virtual Meetings with Team Members

Instead of expecting new hires to reach out on their own, companies should take an active role in pairing them with colleagues for virtual coffee chats. Structured introductions help employees expand their network, learn from different teams, and feel included in company culture.

Here’s how to implement virtual coffee chats effectively:

1. Pair new hires with employees across departments – Introduce them to individuals they may not work with directly but who can provide valuable insights into company operations and culture.
2. Encourage managers to schedule one-on-one virtual meetups – Leaders can personally welcome new employees and discuss company expectations in a relaxed setting.
3. Use automated tools to facilitate introductions – Platforms like Donut (a Slack integration) can randomly match employees for informal virtual coffee chats, making the process seamless.
4. Set up group coffee sessions – Small group meetings with multiple team members can help new hires integrate faster and spark discussions on shared interests.

Pairing new employees with experienced team members, IT support staff, or security experts ensures they get early exposure to key processes, technologies, and best practices.

Encouraging Casual Conversations to Build Rapport

Virtual coffee chats should go beyond work-related discussions to help employees develop personal connections and a sense of belonging. One way to achieve this is by incorporating structured icebreakers that encourage open conversation and engagement.

Some effective icebreaker ideas include:

• "Two Truths and a Lie" – Each participant shares two true facts and one false statement about themselves, and others try to guess the lie.
• "Would You Rather" – Lighthearted hypothetical questions help spark fun and engaging discussions.
• "What’s Your Work Superpower?" – Employees share a unique skill they bring to the team, allowing for both professional and personal insight.
• "Desk Show and Tell" – Employees showcase a personal item on their desk and explain its significance.

To maintain consistency, companies can:

• Dedicate a set time each week for virtual coffee chats – Encouraging employees to set aside 15–30 minutes for casual conversation helps integrate them into the team.
• Create topic-based virtual meetups – Organizing coffee chats around shared interests like cybersecurity trends, workplace productivity, or IT automation can encourage meaningful discussions while keeping conversations relaxed.
• Recognize participation – Highlighting employees who engage in virtual coffee chats can help reinforce the importance of building connections.

By making casual conversations a deliberate part of onboarding, companies ensure that new hires feel included and engaged in their new work environment, even if they are working remotely.

Virtual coffee chats are a simple yet impactful way to strengthen workplace connections in remote and hybrid environments. By pairing new hires with colleagues from different departments, facilitating structured conversations, and encouraging casual discussions, companies can help employees feel integrated, supported, and more engaged in their roles. 

9. Wellness Programs

Employee well-being is a critical factor in productivity, engagement, and retention. When new hires feel physically and mentally supported, they integrate more easily into their roles and experience higher job satisfaction.

Wellness programs are an excellent addition to onboarding, helping employees manage stress, build healthy habits, and feel valued from day one. By incorporating group wellness activities and personal mindfulness options into onboarding, companies can promote a culture of well-being while improving employee performance.

Creating Group Wellness Activities

Wellness is more effective when it is a shared experience. Group activities build camaraderie, encourage participation, and help new hires feel connected to their team beyond work-related discussions.

Some ways to incorporate group wellness activities into onboarding include:

1. Group Yoga Sessions – Hosting in-office or virtual yoga sessions helps employees stretch, reduce stress, and start their day with a refreshed mindset. These sessions can be live or pre-recorded for flexibility.
2. Guided Meditation Breaks – Offering short, 5–10 minute mindfulness exercises after training sessions or meetings allows employees to refocus and recharge.
3. Walking Challenges – Encouraging new hires to participate in step challenges or company-wide walking competitions promotes movement, especially for remote employees who may be sitting for long hours.
4. Wellness Check-Ins – Organizing casual team check-ins where employees discuss well-being tips, share self-care strategies, or engage in a group mindfulness activity can reinforce a culture of wellness.
5. Outdoor Team Bonding – Scheduling a group walk, picnic, or outdoor networking event can help employees break free from the office environment and engage with colleagues in a relaxed setting.

For remote and hybrid employees, virtual wellness challenges and online fitness groups ensure that wellness remains inclusive and accessible to all new hires.

Offering Mindfulness Sessions or Fitness Challenges

Beyond group activities, companies should provide individual wellness resources that employees can use at their own pace. Giving new hires access to mental and physical wellness tools shows that their well-being is a priority from day one.

Here’s how organizations can integrate mindfulness and fitness into onboarding:

1. Access to Mental Health Resources – Offering subscriptions to meditation apps like Headspace or Calm, along with company-provided mental health counseling services, can support employees in managing stress.
2. Personalized Fitness Incentives – Providing gym membership discounts, wellness stipends, or reimbursement for fitness equipment encourages employees to prioritize their physical health.
3. Self-Guided Mindfulness Programs – Creating an internal resource library with breathing exercises, stress management guides, and relaxation techniques allows employees to engage in wellness on their own time.
4. Virtual Fitness Challenges – Encouraging participation in monthly wellness challenges like hydration tracking, home workouts, or stretching routines fosters healthy habits, even in remote settings.
5. Flexible Wellness Breaks – Allowing new hires to take short wellness breaks during their workday reinforces a healthy work-life balance from the start.

By offering a combination of structured wellness programs and flexible personal options, companies create an environment where employees feel supported, energized, and engaged in their work.

Integrating wellness programs into onboarding helps employees adjust to their new roles with less stress, better focus, and a stronger connection to their team. Group activities like yoga, meditation, and walking challenges foster community, while mindfulness resources and fitness incentives provide employees with personalized support for their well-being.

By prioritizing wellness from day one, organizations set new hires up for success in both their professional and personal lives.

10. Show and Tell Sessions

One of the most effective ways to integrate new hires into a company’s culture is by making onboarding interactive and engaging. Show and tell sessions provide a platform for employees to share personal interests, past work experiences, and company projects in a casual and inclusive setting.

By encouraging both new and existing employees to participate, companies create an onboarding experience that is collaborative, informative, and welcoming.

Organizing Sessions Where New Hires Share About Themselves

Starting a new job can feel overwhelming, especially for remote employees or those joining large teams. Giving new hires a chance to introduce themselves beyond their job titles helps create stronger workplace connections.

Here’s how companies can structure a successful show and tell session for new hires:

1. Encourage Personal Introductions – Instead of a simple "tell us about yourself," invite new employees to share:
   
   • A fun fact or unique hobby
   • Their career journey and what led them to this role
   • A past project or achievement they’re proud of
2. Incorporate Visuals – Let new hires use slides, images, or even short videos to make their introductions more engaging.
3. Keep It Casual – Create a low-pressure environment where employees can share without feeling like they’re giving a formal presentation.
4. Facilitate Discussion – Encourage colleagues to ask questions or find common interests to help build rapport.

By making introductions more engaging and interactive, new hires feel heard, valued, and more connected to their team from day one.

Encouraging Existing Employees to Showcase Projects

While new hires benefit from introducing themselves, existing employees can use show and tell sessions to highlight ongoing company projects, innovations, and team accomplishments. This approach makes onboarding more immersive, helping new hires understand company goals and how their role contributes to the bigger picture.

Ways to incorporate team project showcases into onboarding:

1. Feature Department Presentations – Have different teams give short, informal presentations on their latest initiatives.
2. Highlight Success Stories – Encourage employees to share case studies of past projects, security improvements, or IT infrastructure upgrades.
3. Make It Interactive – Instead of just presenting, allow new hires to ask questions or brainstorm solutions to real company challenges.
4. Introduce Key Tools and Technologies – Use these sessions to walk new hires through essential platforms and security protocols in a practical way.

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When new hires see real-world applications of their work and how teams collaborate, they integrate faster and develop a clearer sense of purpose within the organization.

Show and tell sessions humanize the onboarding experience by allowing new hires to share their backgrounds, connect with colleagues, and learn about the company in a more dynamic way. Encouraging both new and existing employees to participate helps build an inclusive workplace where knowledge-sharing and personal connections thrive.

11. Personalized Welcome Boards

A new hire’s first few weeks can feel overwhelming as they try to learn names, navigate company culture, and understand their role. Personalized welcome boards help ease this transition by introducing new employees in a fun and engaging way.

These boards act as a visual introduction to team members, sharing details like photos, fun facts, and professional backgrounds to help colleagues get to know each other faster. 

Creating Digital or Physical Boards to Introduce New Hires

Welcome boards can be either physical displays in an office space or digital profiles shared in company communication platforms. The goal is to highlight new hires in a way that feels personal and inviting.

How to Create an Effective Welcome Board

1. Include a photo – Adding a picture of the new hire makes it easier for team members to recognize and approach them.
2. Share key role details – Include their job title, department, and main responsibilities so others understand how they fit into the organization.
3. Highlight their background – A short description of their previous experience or notable achievements helps showcase their skills.
4. Make it visually engaging – Whether digital or physical, the board should have a clean, visually appealing layout with a mix of text and images.
5. Encourage team interaction – Allow employees to comment on digital boards or leave welcome messages to create a warm and inclusive experience.

For in-office settings, a bulletin board in a common area can showcase new hires. For remote teams, an interactive digital board in Slack, Microsoft Teams, or an internal newsletter ensures everyone stays informed, regardless of location.

Sharing Fun Facts and Photos

Beyond professional details, adding personal elements makes introductions more engaging and helps team members find common interests with new hires.

How to Make It Fun and Personal

1. Get to Know Me Section – A short Q&A format can include:
   
   • Favorite hobby or interest
   • Go-to coffee order or favorite snack
   • A fun fact (e.g., “Once ran a marathon in costume” or “Can solve a Rubik’s cube in under a minute”)
2. Photo Collages – Including personal photos, like a picture of their pet or favorite vacation spot, makes the board feel more welcoming.
3. Quote from the New Hire – A quick statement about what they’re excited about in their new role can add a personal touch.
4. Team Engagement Questions – Ask something like, “What’s the best piece of advice you’ve received?” and encourage employees to respond in a Slack thread or comment section.

By incorporating personal stories alongside professional details, new hires feel seen as individuals rather than just employees, which helps build stronger relationships across the organization.

Personalized welcome boards turn introductions into a fun, interactive experience that helps new hires integrate into the team faster. By sharing photos, fun facts, and role details, employees can connect beyond job titles and build stronger workplace relationships.

12. Buddy or Mentor Programs

Starting a new job can be overwhelming, especially in technical fields like IT and security, where new hires must quickly grasp complex systems, workflows, and security protocols. A buddy or mentor program helps bridge this gap by pairing new employees with experienced team members who can provide guidance, support, and real-world insights.

By assigning a mentor or buddy, companies create a structured support system that accelerates learning, fosters engagement, and improves retention. New hires gain valuable knowledge, while mentors develop leadership skills and strengthen team cohesion.

Assigning Peer Mentors to Guide New Employees

A mentor or buddy program ensures that new hires always have someone to turn to for questions, advice, and feedback. Rather than relying solely on managers or HR, employees can connect with experienced colleagues who understand the day-to-day challenges of the role.

Key Benefits of a Peer Mentor Program:

1. Faster Integration – New hires learn company policies, technical systems, and team expectations more quickly.
2. Stronger Engagement – A designated mentor helps reduce first-week anxieties and builds confidence.
3. Better Knowledge Retention – Learning from a peer rather than only from formal training makes the information more relatable and applicable.
4. Stronger Team Connections – Assigning a mentor encourages cross-team collaboration and fosters a more inclusive workplace culture.

How to Effectively Pair New Hires with Mentors:

• Match based on role and experience level – A junior IT security analyst might benefit most from a mentor in the same discipline who has two to five years of experience.
• Set clear expectations – Define mentorship goals, such as introducing security protocols, best practices, and troubleshooting techniques.
• Ensure availability – Mentors should have the bandwidth to support their assigned new hire without feeling overburdened.

A structured buddy system helps ensure that mentorship is productive, giving new hires a dedicated resource for guidance and professional development.

Facilitating Knowledge Sharing and Support

Beyond casual mentorship, organizations should formalize the knowledge-sharing process to ensure new hires receive consistent, high-quality training and support.

Ways to Structure Ongoing Knowledge Sharing:

1. Biweekly Check-Ins – Schedule regular meetings where mentors can:
   
   • Answer questions and address challenges.
   • Review recent onboarding experiences and adjust learning plans as needed.
   • Provide career guidance and insights into long-term growth within the company.
2. Knowledge Transfer Sessions – Organize technical walkthroughs and hands-on training to help new hires gain:
   
   • A deep understanding of company-specific IT infrastructure and security tools.
   • Exposure to real-world problem-solving scenarios, such as responding to cybersecurity threats or system outages.
3. Documentation and Shared Resources – Ensure that mentors provide access to:
   
   • Internal knowledge bases and wikis with troubleshooting guides.
   • Recorded training sessions for self-paced learning.
   • Security protocols and compliance checklists to reinforce best practices.

By combining structured mentorship with ongoing knowledge-sharing activities, organizations create a continuous learning environment where employees feel supported and empowered.

A buddy or mentor program is one of the most effective ways to ensure a smooth and engaging onboarding experience. By connecting new hires with experienced employees, facilitating structured check-ins, and promoting knowledge transfer, companies foster an inclusive, collaborative, and high-performing team.

13. Interactive Training Modules

Employee onboarding is most effective when training is engaging, immersive, and easy to digest. Traditional onboarding sessions with long presentations and static documents can overwhelm new hires, leading to low retention of information. Interactive training modules solve this problem by using multimedia, gamification, and real-world simulations to make learning more dynamic and effective.

By incorporating e-learning, simulations, and hands-on exercises, companies can ensure new hires gain practical knowledge while staying engaged throughout the process.

Developing Engaging E-Learning Content

A well-structured e-learning experience keeps new hires motivated and focused while allowing them to learn at their own pace. Instead of text-heavy training manuals, companies should incorporate interactive and visually appealing elements to improve retention.

Key Components of Engaging E-Learning Content:

1. Videos and Animations – Short, high-quality training videos break down complex topics into easily digestible content. These can include:
   
   • Explainer videos on IT security policies.
   • Animated walkthroughs of company processes.
   • Employee testimonial videos sharing insights from experienced team members.
2. Infographics and Visual Guides – Simple, graphic-based content makes learning more intuitive and memorable. These can cover:
   
   • Cybersecurity best practices in a visual format.
   • Step-by-step guides for setting up workstations and software.
3. Microlearning Techniques – Instead of long training sessions, short, focused lessons (5-10 minutes each) help employees absorb information gradually. Examples include:
   
   • Quick IT troubleshooting lessons on resetting passwords or accessing VPNs.
   • Short compliance quizzes after reviewing security policies.

By combining these elements, companies can reduce information overload while ensuring that critical concepts are effectively reinforced.

Incorporating Multimedia Elements

Beyond standard e-learning content, incorporating immersive multimedia elements enhances the training experience and makes onboarding more interactive.

Advanced Interactive Training Methods:

1. Virtual Reality (VR) Training – VR provides hands-on, immersive experiences that allow employees to engage with real-world scenarios, such as:
   
   • Simulated cybersecurity breaches where employees must identify and contain threats.
   • Virtual office tours to help remote employees familiarize themselves with workspaces.
2. Interactive Simulations – Simulations provide realistic problem-solving exercises where employees can apply their knowledge in controlled environments. These may include:
   
   • IT troubleshooting scenarios, where employees diagnose and resolve common technical issues.
   • Security response drills, simulating phishing attacks or data breaches.
3. Real-World Case Studies – Instead of abstract concepts, case studies help new hires understand practical applications of their training. Companies can:
   
   • Share stories of past security incidents and explain how they were handled.
   • Provide examples of successful IT projects to showcase best practices.

By integrating VR, simulations, and real-world case studies, organizations make training feel more interactive, engaging, and relevant to employees' roles.

Interactive training modules transform onboarding from a passive learning experience into an engaging, hands-on process. By developing engaging e-learning content with videos, infographics, and microlearning techniques, companies ensure better knowledge retention and a more enjoyable learning experience.

14. Cultural Immersion Activities

A strong company culture isn’t just a collection of values on a website—it’s the foundation of a thriving workplace. For new hires, understanding and embracing company culture is as important as learning job responsibilities. Cultural immersion activities help employees connect with the company’s mission, values, and traditions, making them feel more engaged and aligned from the start.

By integrating structured activities that introduce company values and traditions, organizations can ensure that new hires feel like part of the team from day one.

Introducing Company Values and Traditions

A new hire’s first exposure to company culture should be interactive, engaging, and deeply informative. Simply handing them a corporate handbook isn’t enough—employees need real examples, stories, and discussions that bring company values to life.

Ways to Introduce New Hires to Company Values:

1. Company History Walkthrough – Take new hires on a virtual or in-person tour that highlights:
   
   • The company’s founding story and milestones.
   • Key turning points in growth, innovation, or industry leadership.
   • Inspirational stories of how employees shaped the company’s success.
2. Core Values and Guiding Principles – Help employees internalize what the company stands for by:
   
   • Sharing real-world examples of how values guide decision-making.
   • Highlighting case studies where employees exemplified company principles in action.
   • Encouraging discussions where new hires reflect on how these values align with their own professional goals.
3. Leadership Expectations and Cultural Norms – Clearly communicate what leadership looks like at every level by:
   
   • Defining leadership principles that apply to all employees, not just managers.
   • Explaining workplace behaviors that drive success, collaboration, and innovation.
   • Encouraging new hires to adopt a mindset of continuous learning and accountability.

By making company values tangible and relatable, organizations create a culture where employees don’t just follow policies but actively embody company principles.

Sharing Stories and Experiences from Long-Term Employees

A company’s culture isn’t just shaped by policies—it’s built by the people who live and work within it every day. Giving new hires the chance to hear from long-term employees helps connect them with the company’s past, present, and future.

Ways to Incorporate Employee Stories into Onboarding:

1. Fireside Chats with Senior Employees – Hosting informal conversations allows new hires to:
   
   • Hear firsthand experiences from employees who have been with the company for years.
   • Learn about key challenges, wins, and moments of growth within the organization.
   • Gain insights into leadership expectations and career growth opportunities.
2. Q&A Sessions with Veteran Team Members – Encouraging open discussions with long-term employees helps:
   
   • Break down barriers between new and existing employees.
   • Provide practical career advice and mentorship opportunities.
   • Reinforce a culture of knowledge-sharing and collaboration.
3. Storytelling Panels or “A Day in the Life” Videos – Featuring employees across different roles and departments can help new hires:
   
   • See how different teams work together and contribute to the company’s success.
   • Gain a better understanding of the company’s long-term vision and goals.
   • Feel inspired by employee journeys and career progression stories.

By showcasing real employee experiences, companies humanize their culture and make it easier for new hires to feel included, motivated, and excited about their future with the organization.

Cultural immersion activities ensure that new hires don’t just work at a company—they become part of its mission and values. By walking employees through company history, introducing guiding principles, and sharing real employee experiences, organizations foster a sense of belonging and engagement from the very beginning.

15. Feedback Mechanisms

A well-structured onboarding program is not just about introducing company policies, providing training, and integrating new hires—it’s also about continuously improving the experience based on real employee feedback. By incorporating structured feedback mechanisms, companies can ensure that onboarding remains effective, engaging, and aligned with employee needs.

Implementing Regular Check-Ins and Surveys

Regular check-ins help monitor a new hire’s progress, address any concerns early, and ensure they feel supported throughout their transition. Instead of relying solely on end-of-onboarding reviews, companies should implement structured feedback loops at key milestones.

How to Schedule Effective Check-Ins:

1. 30-Day Check-In – Assess initial experiences and challenges, such as:
   
   • Any roadblocks encountered in accessing IT systems, security tools, or training materials.
   • Comfort level with team collaboration, role responsibilities, and company culture.
   • Feedback on technical onboarding sessions or IT setup processes.
2. 60-Day Check-In – Evaluate knowledge retention and engagement, including:
   
   • Progress in learning core job responsibilities and security best practices.
   • Effectiveness of onboarding mentorship programs, training modules, or technical workshops.
   • Suggestions for improving workflow efficiency and access to resources.
3. 90-Day Check-In – Gather final onboarding insights and long-term feedback:
   
   • Assess if new hires feel fully integrated and prepared for long-term success.
   • Identify areas where additional training or support may be needed.
   • Determine if any security compliance, IT training, or software access gaps remain unresolved.

By structuring check-ins at consistent intervals, companies stay proactive in resolving challenges and refining onboarding for future hires.

Encouraging New Hires to Share Their Onboarding Experiences

Beyond scheduled check-ins, companies should actively create open channels for feedback to ensure new hires feel comfortable voicing concerns and suggestions.

Ways to Collect Employee Feedback:

1. Anonymous Surveys – Use platforms like Google Forms, Typeform, or SurveyMonkey to:
   
   • Gather honest feedback without pressure.
   • Ask targeted questions about onboarding efficiency, training effectiveness, and overall experience.
   • Track trends over time to identify recurring onboarding challenges.
2. Open Forum Discussions – Organize team discussions or roundtable talks where:
   
   • New hires can share onboarding experiences in a casual, open environment.
   • Employees and HR teams can brainstorm solutions to common onboarding pain points.
   • Leadership can demonstrate commitment to continuous improvement.
3. Onboarding Feedback Channels – Set up dedicated Slack, Teams, or email channels for:
   
   • Real-time feedback on training sessions, IT setup, and role expectations.
   • Quick support requests for technical issues or onboarding concerns.
   • Peer-to-peer discussions where new hires can exchange insights and advice.

By using a combination of structured check-ins, anonymous surveys, and open discussions, organizations ensure that onboarding remains a dynamic, evolving process tailored to employee needs.

An effective onboarding program doesn’t stop at training and introductions—it requires continuous improvement based on real employee feedback. By scheduling structured check-ins at 30, 60, and 90 days, encouraging open discussions, and leveraging anonymous surveys, companies can refine the onboarding experience for future hires.

Bolster Onboarding Activities By Streamlining Processes with Lumos

A well-structured onboarding process is more than just paperwork and training—it’s an opportunity to create a lasting first impression, build engagement, and set employees up for long-term success. By incorporating fun and interactive activities like gamified orientation sessions, office scavenger hunts, virtual coffee chats, and cultural immersion programs, organizations can make onboarding an enjoyable and meaningful experience. These activities help new hires feel connected, confident, and fully integrated into the company culture from the very beginning.

However, creating a seamless onboarding experience requires the right tools and technology to support it—and that’s where Lumos comes in.

Lumos streamlines the employee onboarding process by automating access provisioning, managing IT permissions, and ensuring compliance from day one. By integrating Lumos into onboarding workflows, organizations can eliminate manual IT bottlenecks, improve security, and empower employees with the tools they need to succeed.

With automated access controls, real-time visibility into employee permissions, and seamless integration with existing HR and IT systems, Lumos simplifies the onboarding experience for both new hires and IT administrators. No more delays in account setups, no more security risks from excessive permissions—just a smooth, secure, and efficient onboarding process that enhances both employee experience and organizational security.

Ready to transform your onboarding experience? Book a demo with Lumos today and discover how automated access management can drive productivity, security, and success from day one.