When it comes to onboarding, getting new employees up to speed is crucial. But you know what really piques our interest? How the big shots at the very top go through their own onboarding process. Yep, those corporate giants! So, in this article, we're going to dive into the fascinating world of executive onboarding. We'll spill the beans on how these top dogs handle the transition into their high-stakes roles and also, whether or not their plans are working. We’ll take a look at reputable review site Comparably, to see what the people are really saying about their methods. 

Come along with us as we step into the world of corner offices and beyond!

Why should you focus on the onboarding process?

Ever wondered why onboarding isn't just another HR checkbox? It's because it's the foundation of a fantastic team. Let's chat about why onboarding is a big deal from four different perspectives:

First impressions

You know the saying, "You never get a second chance to make a first impression"? Well, onboarding is where that first impression magic happens. It's like rolling out the red carpet for new hires, making them feel welcome and valued from day one.

Retention

Effective onboarding isn't just about getting people in the door; it's about keeping them happy enough to retain their services. When new team members have a smooth transition into their roles, they're more likely to stick around, and that's great for your company's bottom line.

Productivity

Onboarding isn't just about showing folks where the coffee machine is; it's about setting them up for success. Newbies get the lowdown on your company and team culture, their roles, and the tools they need to hit the ground running. This means they become valuable team players quicker.

Engagement

An engaging onboarding process makes employees feel like part of the gang. They get what your company is all about, how they fit into the big picture, and that can turn a regular job into a mission. When employees feel engaged, they bring their A-game every day.

7 Companies with incredible onboarding processes 

So now you know the benefits of the onboarding program, it should be easy to be successful, right? Well, apparently not. According to research, around 33% of companies don’t have or actively carry out an onboarding process. To us, this seems crazy, especially when some of the biggest companies in the world are hiring with some of the best onboarding strategies available. Let’s take a look at them!

Amazon

At Amazon, they have a pretty interesting onboarding process that's a bit different from what you might expect. Instead of being hand-held through the first days, they take a more self-driven approach. The managers are usually swamped with their own stuff, so they give new employees a template with all the important details like their name, start date, position, and team. This template also includes info about their colleagues and guidelines for their first few weeks. So, it's kind of like they're saying, "Here you go, it's up to you to figure it out."

Amazon provides access to their learning portal, which is loaded with tons of resources like videos, blog posts, guides, and even quizzes. 

A new employee’s onboarding starts even before their first day. Amazon sends them all the necessary info like email accesses, credentials and important documents ahead of time. It seems they’re a big fan of the preboarding process, no waiting around for them!

This self-guided approach can be a bit overwhelming. The managers are busy, so don't expect them to hold new employee’s hands all the time. They do have weekly check-ins to help with newbie questions, though.

Amazon employee Holly Lee stated that if you’re a new employee at Amazon, it could be a smart move to connect with colleagues who've been in your position. They can give you the inside scoop and help you get up to speed fast.

But here's the thing – this approach might not be for everyone, and that's on purpose. Amazon really values self-driven individuals. So, here's a tip for success: take that template they give you and make it your own. Figure out what works best for you and how you can shine within their system.

“If I have to describe Amazon (onboarding process) in one word: Self-service”- Holly Lee- Amazon Employee

Tesla

According to JobzMall, joining the Tesla team is an exciting journey. So, let's take a closer look at what you can expect in a friendly, conversational manner.

First up, you'll dive into a phone interview. It's not just about them evaluating you; it's a chance for you to learn more about the role and what makes Tesla tick. After this, you'll face a series of in-person interviews, from chatting with a hiring manager to getting to know the department staff and even meeting some of the bigwigs on the executive team. They're all eager to get to know you, your skills, and how you'll fit into the Tesla family.

If you've impressed everyone during these interviews, you'll be given an offer packet. This includes a background check and, yes, a drug test. Once you've passed these hurdles, Tesla will send over an official offer of employment. It's time to celebrate – but not too much, because there's more to come.

Your onboarding adventure starts with a welcome event. Picture this as a Tesla-themed party (well, sort of). You'll meet other newbies like yourself, the friendly faces of your new managers, take a tour of the facility, and soak in some Tesla culture.

The onboarding journey doesn't stop there. You'll attend training sessions, dot some i's and cross some t's with paperwork, and get the lowdown on company policies and procedures. Tesla wants to make sure you're fully equipped and comfortable before jumping into the fast-paced world of electric vehicles.

And when your onboarding is officially in the rearview mirror, you're all set to roll with your team. Don't worry, you won't be left alone. Your manager will be there to provide guidance, mentorship, and support as you embark on your journey at one of the most innovative companies in the world. So, gear up for an electrifying adventure with Tesla!

“Tesla employees concluded that their overall onboarding experience was positive. 71% said their direct manager was helpful with their acclimation during the first 90 days.”- Comparably

Microsoft 

At Microsoft, your onboarding experience is all about ensuring you feel right at home from day one, whether you're starting in person or virtually. They provide the essential tools for seamless communication, such as; 

• Email credentials 
• Chat software accounts
• Project management systems
• Instruction manuals

This is particularly crucial for remote onboarding, where staying connected is a top priority. Remote employees receive Microsoft Surface devices with clear setup instructions, ensuring they remain available and connected.

The initial 90 days of your Microsoft journey are a make-or-break period. Microsoft goes the extra mile to familiarize you with the company's products, services, culture, job roles, and expectations. This information is conveniently delivered through onboarding software, automating meetings, tracking progress, and granting access to critical employee handbooks.

One standout feature of Microsoft's onboarding process is its 'buddy program.' You'll be paired with an experienced employee who acts as your guide throughout onboarding. Your buddy helps you navigate everything Microsoft, from setting up meetings to understanding reporting relationships. The buddy program isn't just about productivity; it's designed to make the onboarding experience truly satisfying.

Microsoft thrives on openness and inclusivity, and they reinforce this through important team-building and social events. These gatherings offer opportunities for new and existing employees to get to know one another. On the first day, new employees will be welcomed with open arms during an on-site celebration, with managers and team members eager to make you feel at home. These events accelerate the transition into the new role.

But Microsoft doesn't stop there. They offer personalized, one-on-one training and coaching tailored to the specific role. This approach equips newbies with the tools and best practices needed to excel in their jobs and surpass performance expectations. Microsoft's goal is to ensure new employees are well-prepared for their unique responsibilities within the company, making their journey a successful one.

It seems Microsoft’s approach was well received by the employees:

“The prevailing opinion from employees about joining Microsoft is that the company was very prepared on their first day. Microsoft employees concluded that their overall onboarding experience was positive. 60% said their direct manager was helpful with their acclimation during the first 90 days.”- Comparably

Linkedin

According to LinkedIn's blog, their onboarding process is designed to give new hires a warm welcome from the moment they accept the offer. They want to ensure new hires feel comfortable before officially joining the company.

Upon acceptance, a congratulatory email with the start date is sent to new hires, accompanied by useful documents addressing common first-day questions, such as dress code and office navigation. This sneak peek behind the curtain helps new hires feel like they already belong.

An interactive PDF is also provided, offering a glimpse of what's in store on their first day, helping to calm their nerves and mentally prepare them for their LinkedIn journey.

Familiarizing new hires with the company's culture is a priority. Upon acceptance, they are introduced to the LinkedIn Culture Code and directed to #LinkedInlife, a social platform showcasing daily life at LinkedIn, from office meals to birthday celebrations and unique experiences during LinkedIn InDays.

On the first day, new hires are welcomed warmly, provided with essential items like badges and laptops, and informed about the company's benefits and perks. This ensures they feel well-cared for and can quickly immerse themselves in learning about the company.

The onboarding process doesn't end with the first day. hiring managers are equipped with tools like email templates and checklists to support new hires. They schedule the first one-on-one meetings and assign a LinkedIn buddy to each newcomer. These buddies serve as friendly guides, helping new hires meet the team, navigate the office, and offering assistance when needed.

“The prevailing opinion from employees about joining LinkedIn is that the company was very prepared on their first day. LinkedIn employees concluded that their overall onboarding experience was positive. 88% said their direct manager was helpful with their acclimation during the first 90 days.”- Comparably

Google

According to onboardingFAQ, Google's onboarding process is a fascinating journey with several steps that make it an impressive experience for new hires. 

To kick things off, new employees at Google are affectionately referred to as Nooglers. They begin with a comprehensive two-week in-person training program. During this time, they dive into the inner workings of Google, covering its organizational structure, essential technologies, and programming techniques. What's even cooler is that senior engineers drop some serious knowledge with live talks, lectures, and speeches about Google's policies and its distinctive culture.

But Google isn't just about tech – it's also about culture. Nooglers get a crash course in the entire organization, helping them understand the standards and procedures that make Google employees so effective. This is a chance for them to explore a whole new world of opportunities and tap into the vast knowledge library curated by the engineering department. The aim of this onboarding phase is to provide Nooglers with a holistic understanding of the company's structure and the skills needed to apply their knowledge throughout their careers.

Once the initial training is wrapped up, Nooglers transition to on-the-job training. They kick things off with a "starter project," a two-week task that introduces them to a specific area. It's a great way for new hires to showcase their skills while still getting the hang of things. The best part is, these starter projects are designed to be low-risk and not at all intimidating.

Mentorship plays a crucial role in Google's onboarding program. Every Noogler is paired with a mentor who's a seasoned pro in the organization and has the lowdown on what new hires need. This mentorship journey begins with a warm welcome on day one and continues for around three months. While mentors might have a few newbies to guide, they're always there when you need assistance, without any added pressure. It creates a supportive and collaborative atmosphere that's essential for success at Google.

“The prevailing opinion from employees about joining Google is that the company was very prepared on their first day. Google employees concluded that their overall onboarding experience was positive. 74% said their direct manager was helpful with their acclimation during the first 90 days.”- Comparably

Meta

At Facebook, they do things a bit differently when it comes to welcoming new employees. Instead of the usual chit-chat and presentations, they've got this cool training program that equips you with all the tools you need to dive right into the action.

Now, what makes Facebook's onboarding stand out is their six-week bootcamp for engineers. It's like a crash course into the world of Facebook, where you get to know the code, the culture, and even get your hands on real projects for over a billion users in just a few days.

During orientation, newbies won't be joining a specific team right away. Nope, they'll be hopping from one department to another, solving tech puzzles as they pop up.

Oh, and their welcome kit and swag are seriously impressive. Imagine picking your choice of phone and laptop on your very first day, along with a cool backpack, a snazzy t-shirt, and other nifty gadgets. Plus, they've got a Design Lab where new hires can grab posters and stickers, and artists even come over to make awesome stuff for the employees.

And the perks? Free food, a barber on standby, bike repairs, ice cream parties, gym memberships, dry cleaning – the list goes on.

The real star of the show is that bootcamp. They don't slot you into some predefined role; instead, they let you explore and choose your path. New hires get to explore everything during the bootcamp. Dive into various teams and tracks, like Android development or Facebook Groups, and at the end of those six weeks, you decide where you want to go.

Facebook's onboarding starts even before the first day, making sure all devices are set up and ready to roll. They've got this "45-minute rule" where employees start working on something real within, you guessed it, 45 minutes. You'll have a mentor to guide you and meaningful tasks right from the get-go.

“The prevailing opinion from employees about joining Meta is that the company was very prepared on their first day. Meta employees concluded that their overall onboarding experience was positive. 77% said their direct manager was helpful with their acclimation during the first 90 days.”- Comparably

Netflix

First off, Netflix takes a warm and friendly "Welcome Home" approach. Their goal is to make new hires feel like they're part of a big, welcoming family right from the get-go. The first day at any job can be a bit overwhelming, right? Well, Netflix goes out of its way to make sure their employees feel grounded, supported, and secure in their new workplace. You’re getting a big Netflix hug!

Their onboarding doesn't start on day one. Nope, it begins well before the new hire even walks through the door. They set up the workstation, get the laptop ready, and have all the necessary documents in place. It's a little like your favorite aunt preparing your room before you visit. It's their way of saying, "We're excited to have you on the team, and we're all set to make you feel at home."

Then comes the orientation phase, which lasts for about the first quarter of a new employee's year.  During this time, they’ll get the lowdown on the company culture, history, values, and vision. Plus, they will get insights into their growth and learning opportunities. What's cool is that managers play a big part in this stage, providing support and feedback.

Mentors are a big deal at Netflix. They're assigned to new employees to offer guidance and help them with company norms and day-to-day stuff. Mentors make sure new hires feel welcome and comfy, much like having a seasoned pro show you the ropes.

One of the most pressing points is that the managers at Netflix don't wait around. They get new employees involved in important projects and tasks right from day one. This isn't just to keep them busy; it's to help them start making a real impact early on. They want new employees engaged and feeling like a valued part of the team straight away. 

“The prevailing opinion from employees about joining Netflix is that the company was prepared on their first day. Netflix employees concluded that their overall onboarding experience was positive. 90% said their direct manager was helpful with their acclimation during the first 90 days.”- Comparably

Dernières pensées

When it comes to executive onboarding, it's fascinating to peek behind the curtains and see how big shots like Amazon, Tesla, Microsoft, LinkedIn, Google, Meta, and Netflix do it. These folks understand that onboarding isn't just another HR formality; it's the red carpet rolled out for new hires.

Their unique approaches really allow the cream to rise to the top. Amazon's "it's up to you" approach, Meta's electrifying six-week adventure BootCamp and Netflix with a "Welcome Home" approach all make for interesting takes on the process.

So, which company’s approach do we like the most here at Surf Office? Well, it has to be Tesla. With their welcome party for new hires, this really seems like the right way to go. But we’ve got an idea on how this welcome party could be even better… Offsite team retreats!

It’s Surf Office time!

Surf Office is your secret weapon for onboarding success. We believe in making every new hire feel like a part of the team from day one. Time is of the essence, and building team camaraderie is essential. That's why we suggest an off-site team-building adventure within the first month of their onboarding experience.

With 100+ stunning locations across Europe and the USA, we've got the perfect backdrop for your next company retreat, whether you're craving the beach, countryside, city vibes, or mountain adventures.

Surf Office also takes care of the following:

• Transferts aéroport
• Hébergement
• Activités de team building
• Restaurant reservations
• Aide à la planification de séminaire
• Onsite support (if requested)

Don't wait to create unforgettable memories and boost your team's productivity. Book your Surf Office retreat now!