When I think about the best onboarding I’ve ever gone through, my mind instantly goes back to when I joined the Air Force. After finishing technical school at Fort Leonard Wood, Missouri, I flew to Minot, North Dakota, to start at my first duty station. I met my sponsor late at night, checked into housing, and was told we’d see each other again after orientation. It was a quick introduction to a completely new world.
Two days later, I began a two-week in-processing orientation that felt like a mix between boot camp and summer camp. There were ice-breakers, team-building exercises, and group challenges that pushed us out of our comfort zones while building camaraderie. It wasn’t just about learning procedures, it was about understanding how to fit into the culture and connect with the people I’d be working with every day. Even though that was twenty years ago, many of those friendships are still strong today, which says a lot about how powerful that onboarding experience really was.
Looking back, that program worked because it went beyond the basics. It showed us why our roles mattered, gave us confidence, and made us feel part of something bigger. That’s what good onboarding does, it reinforces purpose, belonging, and teamwork while giving new employees a strong start.
In contrast, I’ve had other jobs where onboarding meant sitting alone watching videos and signing forms. No energy, no culture, no human connection. It’s amazing how much more motivated and invested people feel when onboarding focuses on people rather than paperwork.
Reference:
Ellis, A., Nifadkar, S., Bauer, T., & Erdogan, B. (2017). Your New Hires Won’t Succeed Unless You Onboard Them Properly. Harvard Business Review.