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<v Speaker 1>Helping leaders motivate their people to a higher level of

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<v Speaker 1>performance through strong human relations, team building and GOALAJV. This

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<v Speaker 1>is the Seven Minute Leadership Podcast with your host Paul

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<v Speaker 1>fella Aledo. Hello everyone, and welcome to the Seven Minute

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<v Speaker 1>Leadership Podcast. It's episode three, p. Forty one. Let's talk

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<v Speaker 1>about something that every leader has experienced, and that's a

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<v Speaker 1>new hire's first day. Think about your first day at

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<v Speaker 1>a new job. Did anyone pronounce your name correctly? Did

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<v Speaker 1>anyone actually talk to you beyond the tour and paperwork,

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<v Speaker 1>or did you eat lunch in your car wondering what

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<v Speaker 1>you just signed up for. Now, let's fast forward ten

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<v Speaker 1>years into the future. What if your organization was known

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<v Speaker 1>for making day one unforgettable in the best way possible.

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<v Speaker 1>I'm not talking about a generic welcome email or the

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<v Speaker 1>usual PowerPoint about company values. I'm talking about designing an

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<v Speaker 1>experience so personal, so unexpected, and so emotionally dialed in

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<v Speaker 1>that your new team member texts their spouse at lunch

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<v Speaker 1>and says, I've never felt this scene and valued on

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<v Speaker 1>day one before. That's what this episode is about. Building

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<v Speaker 1>the future of onboarding, So let's break that down. Step one.

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<v Speaker 1>Pre boarding is the new onboarding ten years from now,

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<v Speaker 1>the real day one starts before they ever walk through

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<v Speaker 1>the door. You'll send them a pre onboarding link, not

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<v Speaker 1>a boring PDF or checklist, but an interactive portal that

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<v Speaker 1>has a sixty second welcome video from their direct supervisor,

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<v Speaker 1>their team, and even the CEO. And yes, it should

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<v Speaker 1>include everyone's name with phonetic pronunciation. That little touch tells

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<v Speaker 1>people we see you, and include an about you section

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<v Speaker 1>that they can fill out with their favorite snacks, their allergies,

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<v Speaker 1>what music gets them in the zone, their coffee order.

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<v Speaker 1>You're not being nosy, You're preparing to connect. And number

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<v Speaker 1>two first impressions start with tech in time. Day one

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<v Speaker 1>should not begin with waiting for it to find a monitor,

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<v Speaker 1>cable or struggling to log into the Wi Fi. By

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<v Speaker 1>the time they arrive, their device should be powered on,

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<v Speaker 1>customized with a welcome screen, a Slack message already waiting

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<v Speaker 1>from their team, and digital tools personalized to how they work.

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<v Speaker 1>Ten years from now, smart desks will remember their height settings,

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<v Speaker 1>AI will preload their onboarding flow based on roll, and

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<v Speaker 1>their company profile will already have their photo and other

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<v Speaker 1>relevant information because you asked for it before they walked.

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<v Speaker 1>In Step three, skip the tour, start with impact. Ditch

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<v Speaker 1>the laminated maps and endless facility tours. Instead, start their

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<v Speaker 1>day with a mission moment. Introduce them to a client,

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<v Speaker 1>a patient, or a project that represents the heart of

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<v Speaker 1>your work. Let them feel the why behind your organization.

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<v Speaker 1>People remember what they felt, not what they were told.

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<v Speaker 1>And if you're a remote, schedule a one on one

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<v Speaker 1>zoom with someone who's been deeply impacted by your service bonus,

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<v Speaker 1>record it and let the new employee keep that videos motivation.

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<v Speaker 1>Step four, assign a day one guide ten years from now.

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<v Speaker 1>Forget the mentor in week two model, your new hire

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<v Speaker 1>should have a day one guide, a peer who isn't

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<v Speaker 1>their supervisor, whose only job that day is to walk

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<v Speaker 1>beside them, answer the awkward questions, and help them feel

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<v Speaker 1>like they belong. This is not the HR rep. It's

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<v Speaker 1>someone in the trenches, someone who tells them where the

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<v Speaker 1>real coffee is, where people actually eat lunch, who not

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<v Speaker 1>to send a group email to unless you want your

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<v Speaker 1>day ruined. In other words, real talk from real people.

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<v Speaker 1>Step five Use AI to enhance, not replace, the human touch.

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<v Speaker 1>A decade from now, smart onboarding assistance will deliver just

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<v Speaker 1>in time learning. Think push notifications that explain company jargon

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<v Speaker 1>after a meeting, or smart badges that glow when they're

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<v Speaker 1>near someone from their department so they can make connections faster.

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<v Speaker 1>But here's the future proof truth. AI does not replace hospitality.

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<v Speaker 1>You still need to walk with them to their first meeting.

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<v Speaker 1>You still need to check in at the end of

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<v Speaker 1>the day and ask how did today feel. You still

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<v Speaker 1>need to say we're glad you're here and actually mean it.

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<v Speaker 1>Step six make it shareable. Today's day one photos are

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<v Speaker 1>selfies with a desk nameplate. Ten years from now, your

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<v Speaker 1>organization should design share worthy Day one experiences. Have a

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<v Speaker 1>branded welcome wall where new hires take photos with their guide.

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<v Speaker 1>Post welcome messages from the team on your internal social feeds.

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<v Speaker 1>Maybe their office playlist is playing when they arrive because

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<v Speaker 1>you ask what songs fire them up. Give them a

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<v Speaker 1>welcome box with items that mean something, like a pin

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<v Speaker 1>that says day one legacy starts today, and step seven

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<v Speaker 1>cap the day with purpose. Don't let day one end

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<v Speaker 1>with awkward silence in an empty inbox. Schedule a short

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<v Speaker 1>end of the day debrief with their supervisor and their guide.

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<v Speaker 1>Ask them three questions, what surprised you today, what felt exciting?

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<v Speaker 1>What's one thing we could do better for the next

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<v Speaker 1>new hire and record their answer. This feedback is gold

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<v Speaker 1>and it shows you care not just about their start,

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<v Speaker 1>but also about their voice. So I have to admit

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<v Speaker 1>this episode is inspired by my company's day one. I've

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<v Speaker 1>wrestled with it for years, how to make it better,

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<v Speaker 1>more memorable, And I started thinking about what this might

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<v Speaker 1>look like in the future, and why can't some of

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<v Speaker 1>this start now? Because I strongly believe that ten years

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<v Speaker 1>from now, the companies with the best retention won't be

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<v Speaker 1>the ones with ping pong tables and pizza parties. They'll

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<v Speaker 1>be the ones who treat day one like a first

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<v Speaker 1>impression that lasts forever. So here's your challenge. Audit your

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<v Speaker 1>day one experience would you want to experience? If not,

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<v Speaker 1>fix it, make it unforgettable, because when you get day

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<v Speaker 1>one right, you don't just gain an employee, you ignite

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<v Speaker 1>the future. This has been the seven minute Leadership podcast,

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<v Speaker 1>and I thank you for listening. For more Paul Fell

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<v Speaker 1>of Alito Podcasts, visit Paulfellowalito dot com.