Avoiding Week 1 Dropouts: 5 Simple Onboarding Tips That Cost You Nothing
Losing a new hire in their first week can be really disappointing - especially when you've spent time and energy finding the right fit.
You think you’ve done everything right: written a great ad, run interviews, chosen someone promising. And then... silence. They don’t show up. Or worse, they walk out before Friday.
We often see businesses lose great people within the first few days - not because of the job or the pay, but because the onboarding experience feels unclear, disconnected, or unwelcoming..
The Real Cost of Being Unprepared
70% of new hires decide within the first month whether they’ll stay long-term, and half of those make that decision within their very first week. So, if their introduction to your business feels disorganised or unwelcoming, it can be all it takes for them to walk away.
Think about it from their point of view: a new environment, unfamiliar faces, different systems, and no idea what’s waiting for them. Even confident people can feel anxious in those early days. If no one is prepared to meet them, or the team is surprised to see them walk through the door, it sends a very clear message: you’re not a priority.
This is where great onboarding - yes, even simple onboarding - can make all the difference.
The Fix: 5 Simple, No-Cost Onboarding Tips
You don’t need to overhaul your entire process or roll out new processes. In fact, some of the most effective fix’s cost nothing at all - just a little forward planning and communication.
Pre-start confirmation
A quick text or email the day before can settle nerves. Confirm their start time, exact location, who they’ll be meeting, and anything they need to bring. It’s such a small gesture, but it shows them you’re ready - and that they matter.
Provide a warm welcome
Don’t leave them waiting awkwardly at the front gate. Make sure someone knows to meet them at the door. Introduce them to the team. Show them where to put their bag. These little acts help settle nerves and build trust from the get-go.
Loop in your team
There’s nothing worse than showing up and hearing “Oh, I didn’t know we had someone starting today.” Let your team know the name, role, and start time of the new hire - and ideally, what they look like so they can say hello with confidence.
Clarify facilities and breaks
They may not ask where the toilets are, or when they’re allowed to take a break - but they’ll feel awkward if they don’t know. Share the basics early: when lunch is, where to eat, and where they can go if they smoke. It’s about helping them feel settled and secure in their new environment.
Send a checklist or what to expect
The unknown is the enemy of confidence. A simple checklist - what to wear, what to bring, and what to expect - gives your new starter something to hold onto. It also signals that your business is organised, respectful, and people focused.
Why This Matters
Great onboarding isn’t about ticking boxes. It’s about creating a human experience that makes people feel like they belong. And when people feel like they belong, they’re more likely to stay.
When done well, onboarding builds:
Confidence – They know what to expect.
Connection – They feel like they’re part of the team.
Commitment – They’re more likely to invest in the role long-term.
It also reflects well on your company culture. If you’re organised, welcoming, and proactive during onboarding, people will assume (rightly) that you’re that way in other areas too. That kind of first impression builds loyalty.
Effective onboarding doesn’t require fancy systems or extensive training - just a bit of care and forward planning. If you’re experiencing early dropouts or no-shows, it’s worth pausing to consider: what does it actually feel like to start here?