When it comes to onboarding, first impressions leave a lasting mark. For EOS-run organizations, it’s not just about helping new hires find their footing. It’s about wrapping them in your Core Values from the very first day so they can step into their roles with confidence, purpose, and alignment.
Integrating tools like the Vision/Traction Organizer, People Analyzer, and Quarterly Conversations into your onboarding not only sets the stage for success but also boosts employee retention and culture onboarding. By providing structure and clarity, these tools ensure your new team members understand and live your values, influencing their growth and connection within your business.
This post outlines a practical 30-day onboarding roadmap designed for EOS-run businesses. It includes actionable steps, examples of Core Value stories, and a sample culture plan, so you can get your new hires fully aligned from Day 1.
Day 0 Prep: Start with Core Values Stories
Onboarding starts before the hire walks in the door.
Why stories matter: Stories are a powerful way to demonstrate your company’s Core Values in action. They give new hires concrete examples of how these values shape decision-making, teamwork, and interactions with customers. By starting with stories, you bring abstract concepts to life.
How to Prep
- Select Stories That Reflect Each Core Value
Think of moments when your team truly walked the talk. For example:
– Core Value: Help First
Share an anecdote about a time a team member went above and beyond to help a customer solve an issue before discussing fees or timelines.
– Core Value: Do the Right Thing
Highlight a tough business decision made to prioritize integrity over profit.
- Train Your Leadership Team
Ensure all leaders can confidently share these stories during onboarding sessions or meetings with new hires. Repetition helps reinforce Core Values.
- Create a Welcome Packet
Include a simple breakdown of your Vision/Traction Organizer, your Core Values, and the Accountability Chart in your onboarding materials. A visual representation of “who does what” keeps things clear.
Pro Tip
Consider pairing each story with a reflection question. For example, “How does this story relate to what you’ve experienced in previous workplaces?” This engages new hires right away.
Week 1 Culture Immersion Plan
The first week sets the tone. During this time, immerse new hires in your cultural DNA by aligning their schedules with intentional activities.
Day 1
Kick-Off with Core Values & Vision/Traction Organizer Session
- Host an interactive Core Values presentation (led by the Visionary or Integrator).
- Walk them through your company’s Vision/Traction Organizer so they understand where the company is headed and the strategies to get there.
Meet the Leadership Team
- Arrange casual one-on-ones with key leaders. These conversations should highlight how the team lives the Vision and Core Values daily.
Days 2-5
Shadowing Sessions:
- Pair new hires with employees who strongly embody your Core Values. Shadowing makes it easier to see and experience company culture in action.
Use the People Analyzer:
- Conduct a live session with the People Analyzer. Define how the new hire aligns with your Core Values and explain what “Right Person, Right Seat” means in the context of your Accountability Chart.
Culture Integration Activities:
- Host team lunches or after-work gatherings to build relationships. This fosters camaraderie and helps new hires feel like they’re part of the team from the start.
30-Day Buddy System
To encourage ongoing support, assign each new hire a buddy for their first 30 days. Think of this pairing as an extension of EOS’s Help First approach.
Role of the Buddy
- Serve as the go-to resource for practical questions (think where to find office supplies or how to enter data into a system).
- Reinforce the Core Values by modeling behaviors and providing real-time feedback.
Suggested Buddy System Framework
- Introduce on Day 1: Announce the buddy system during orientation and clarify the buddy’s expected involvement.
- Weekly Check-Ins: Encourage buddies to meet once a week to answer questions and guide cultural alignment.
Pro Tip
Look beyond seniority when choosing buddies. The best mentors are employees who naturally exhibit your Core Values.
Metrics to Predict Retention and “Stickiness”
It’s not just gut feelings that determine onboarding success. To ensure your process is both effective and scalable, track key retention metrics and behaviors.
What to Measure
- Engagement Metrics:
- Participation in weekly meetings or check-ins.
- Responses during Quarterly Conversations around Core Values.
- Cultural Alignment:
Use tools such as the People Analyzer to score adherence to your Core Values on a scale of “+,” “+/-,” or “-” based on real-world examples observed during the first 30 days.
- Buddy Feedback:
Collect feedback from the buddy to identify gaps in the onboarding process or areas where the new hire excels.
- Retention Rate for First 90 Days:
Employees who stay past 90 days are more likely to remain long-term. If retention dips here, revisit your onboarding steps to identify possible misalignments.
Set Retention Goals
For EOS companies, aim for 85% or higher retention beyond the first 90 days. If rates fall short, adjust your onboarding process using new insights.
Actionable Takeaways
Successful onboarding ensures your Culture Onboarding isn’t just a formality but a lived and breathed reality. Through intentional onboarding techniques like storytelling, culture immersion, and systems like the People Analyzer, you can set your new hires up for success and align them deeply with your organization from day one.
Your Next Move
Want to nail your onboarding process and elevate employee retention? Schedule a 15-minute call to match you with an EOS Implementer. Together, we can make sure every hire is steeped in purpose, clarity, and confidence from their very first day.
