When most people think about employee engagement, they imagine team-building activities, meaningful recognition, and an inspiring workplace culture. But in reality, employee engagement doesn’t begin on an employee’s first day—it starts long before that.
From the moment a candidate accepts a job offer, you have a unique opportunity to shape their perception, excitement, and connection to your company. If you wait until day one to start engaging them, you’ve already missed a critical window to build trust and loyalty.
Let’s explore why pre-boarding is the new secret weapon in employee engagement—and how you can do it right.
🔑 The First Impression Isn’t Day One
Employees don’t start forming opinions about your organization on their first day—they start forming them the moment they apply, and even more strongly the moment they accept your offer.
The days and weeks leading up to the official start date are filled with emotion: anticipation, curiosity, and sometimes even anxiety. If your organization stays silent during that period, it creates space for uncertainty to grow.
Instead, thoughtful and proactive communication can make new hires feel confident, welcomed, and valued from the very start.
💡 What Is Pre-Boarding (and Why Does It Matter)?
Pre-boarding refers to the intentional process of engaging and preparing new hires between the offer letter and their first official day. It bridges the gap and sets the tone for everything to come.
Why it matters:
- Reduces first-day anxiety
- Increases new hire retention
- Shortens ramp-up time
- Builds early emotional investment
- Demonstrates your company’s professionalism and culture
In short, pre-boarding lays the foundation for engaged, loyal employees.
🛠️ How to Engage New Hires Before Day One
Here are simple yet effective strategies to start building engagement before your new team member even walks through the door:
1. Send a Personalized Welcome Message
A welcome email or video from their manager or the CEO can make a big impact. Make it personal, enthusiastic, and informative.
2. Share a Pre-Boarding Packet
Include info about:
- What to expect on day one
- Company values and culture
- Dress code, parking, schedules, etc.
- Links to team bios or an org chart
3. Set Up Tech & Access Early
If possible, ship their laptop or tools in advance and set up email accounts or onboarding portals before day one. It builds excitement and reduces downtime.
4. Introduce Them to the Team Virtually
A quick intro email or Slack post that says, “Hey everyone, meet our newest team member!” makes them feel like they’re already part of the crew.
5. Assign a Buddy or Mentor
Someone they can reach out to with questions, even before they start. It creates a connection and makes asking for help easier later.
🚀 The Bottom Line
Engagement isn’t a switch you flip when someone walks in the door—it’s a journey that begins the moment they say “yes” to your offer.
The more intentional and welcoming you are before day one, the faster new hires will feel connected, motivated, and ready to thrive in their role. In a time where culture and retention matter more than ever, that early investment in engagement pays off in productivity, performance, and loyalty.
So ask yourself: What does the time before day one look like for your new hires?