Speaker 1: Helping leaders motivate their people to a higher level of
Speaker 1: performance through strong human relations, team building and GOALAJV. This
Speaker 1: is the Seven Minute Leadership Podcast with your host Paul
Speaker 1: fella Aledo. Hello everyone, and welcome to the Seven Minute
Speaker 1: Leadership Podcast. It's episode three, p. Forty one. Let's talk
Speaker 1: about something that every leader has experienced, and that's a
Speaker 1: new hire's first day. Think about your first day at
Speaker 1: a new job. Did anyone pronounce your name correctly? Did
Speaker 1: anyone actually talk to you beyond the tour and paperwork,
Speaker 1: or did you eat lunch in your car wondering what
Speaker 1: you just signed up for. Now, let's fast forward ten
Speaker 1: years into the future. What if your organization was known
Speaker 1: for making day one unforgettable in the best way possible.
Speaker 1: I'm not talking about a generic welcome email or the
Speaker 1: usual PowerPoint about company values. I'm talking about designing an
Speaker 1: experience so personal, so unexpected, and so emotionally dialed in
Speaker 1: that your new team member texts their spouse at lunch
Speaker 1: and says, I've never felt this scene and valued on
Speaker 1: day one before. That's what this episode is about. Building
Speaker 1: the future of onboarding, So let's break that down. Step one.
Speaker 1: Pre boarding is the new onboarding ten years from now,
Speaker 1: the real day one starts before they ever walk through
Speaker 1: the door. You'll send them a pre onboarding link, not
Speaker 1: a boring PDF or checklist, but an interactive portal that
Speaker 1: has a sixty second welcome video from their direct supervisor,
Speaker 1: their team, and even the CEO. And yes, it should
Speaker 1: include everyone's name with phonetic pronunciation. That little touch tells
Speaker 1: people we see you, and include an about you section
Speaker 1: that they can fill out with their favorite snacks, their allergies,
Speaker 1: what music gets them in the zone, their coffee order.
Speaker 1: You're not being nosy, You're preparing to connect. And number
Speaker 1: two first impressions start with tech in time. Day one
Speaker 1: should not begin with waiting for it to find a monitor,
Speaker 1: cable or struggling to log into the Wi Fi. By
Speaker 1: the time they arrive, their device should be powered on,
Speaker 1: customized with a welcome screen, a Slack message already waiting
Speaker 1: from their team, and digital tools personalized to how they work.
Speaker 1: Ten years from now, smart desks will remember their height settings,
Speaker 1: AI will preload their onboarding flow based on roll, and
Speaker 1: their company profile will already have their photo and other
Speaker 1: relevant information because you asked for it before they walked.
Speaker 1: In Step three, skip the tour, start with impact. Ditch
Speaker 1: the laminated maps and endless facility tours. Instead, start their
Speaker 1: day with a mission moment. Introduce them to a client,
Speaker 1: a patient, or a project that represents the heart of
Speaker 1: your work. Let them feel the why behind your organization.
Speaker 1: People remember what they felt, not what they were told.
Speaker 1: And if you're a remote, schedule a one on one
Speaker 1: zoom with someone who's been deeply impacted by your service bonus,
Speaker 1: record it and let the new employee keep that videos motivation.
Speaker 1: Step four, assign a day one guide ten years from now.
Speaker 1: Forget the mentor in week two model, your new hire
Speaker 1: should have a day one guide, a peer who isn't
Speaker 1: their supervisor, whose only job that day is to walk
Speaker 1: beside them, answer the awkward questions, and help them feel
Speaker 1: like they belong. This is not the HR rep. It's
Speaker 1: someone in the trenches, someone who tells them where the
Speaker 1: real coffee is, where people actually eat lunch, who not
Speaker 1: to send a group email to unless you want your
Speaker 1: day ruined. In other words, real talk from real people.
Speaker 1: Step five Use AI to enhance, not replace, the human touch.
Speaker 1: A decade from now, smart onboarding assistance will deliver just
Speaker 1: in time learning. Think push notifications that explain company jargon
Speaker 1: after a meeting, or smart badges that glow when they're
Speaker 1: near someone from their department so they can make connections faster.
Speaker 1: But here's the future proof truth. AI does not replace hospitality.
Speaker 1: You still need to walk with them to their first meeting.
Speaker 1: You still need to check in at the end of
Speaker 1: the day and ask how did today feel. You still
Speaker 1: need to say we're glad you're here and actually mean it.
Speaker 1: Step six make it shareable. Today's day one photos are
Speaker 1: selfies with a desk nameplate. Ten years from now, your
Speaker 1: organization should design share worthy Day one experiences. Have a
Speaker 1: branded welcome wall where new hires take photos with their guide.
Speaker 1: Post welcome messages from the team on your internal social feeds.
Speaker 1: Maybe their office playlist is playing when they arrive because
Speaker 1: you ask what songs fire them up. Give them a
Speaker 1: welcome box with items that mean something, like a pin
Speaker 1: that says day one legacy starts today, and step seven
Speaker 1: cap the day with purpose. Don't let day one end
Speaker 1: with awkward silence in an empty inbox. Schedule a short
Speaker 1: end of the day debrief with their supervisor and their guide.
Speaker 1: Ask them three questions, what surprised you today, what felt exciting?
Speaker 1: What's one thing we could do better for the next
Speaker 1: new hire and record their answer. This feedback is gold
Speaker 1: and it shows you care not just about their start,
Speaker 1: but also about their voice. So I have to admit
Speaker 1: this episode is inspired by my company's day one. I've
Speaker 1: wrestled with it for years, how to make it better,
Speaker 1: more memorable, And I started thinking about what this might
Speaker 1: look like in the future, and why can't some of
Speaker 1: this start now? Because I strongly believe that ten years
Speaker 1: from now, the companies with the best retention won't be
Speaker 1: the ones with ping pong tables and pizza parties. They'll
Speaker 1: be the ones who treat day one like a first
Speaker 1: impression that lasts forever. So here's your challenge. Audit your
Speaker 1: day one experience would you want to experience? If not,
Speaker 1: fix it, make it unforgettable, because when you get day
Speaker 1: one right, you don't just gain an employee, you ignite
Speaker 1: the future. This has been the seven minute Leadership podcast,
Speaker 1: and I thank you for listening. For more Paul Fell
Speaker 1: of Alito Podcasts, visit Paulfellowalito dot com.