Set Up for Success
The First Two Weeks:
How Managers Can Set New Hires Up for Success
I still remember the first time I hired someone onto my team. His name was Juan, a talented UX designer based in Argentina. I was working remotely at AMC Health, and we had no formal onboarding program at the time. I had a checklist in my head, a few sticky notes, and a lot of hope that I wouldn’t forget anything important. I wanted Juan to feel welcome and confident, but I constantly felt like I was scrambling behind the scenes.
If that sounds familiar, you’re not alone. The first two weeks are when new employees decide if they feel they belong, if they understand how to be successful, and if they made the right choice in joining your company. Too often, the hiring manager is the missing link.
Your new hire may have just finished their HR paperwork and systems training, but what they really need is clarity, connection, and consistency—and that comes from you.
The best way I’ve found to create that experience starts before Day 1. A simple welcome email sharing the basics (start time, dress code, login instructions, or parking details) goes a long way to easing the first-day jitters. Having equipment, access, and a clear agenda ready says: “We’ve been expecting you. You belong here.”
On Day 1, your presence matters. Even if you’re remote, take the time to personally greet them, introduce them to key teammates, and explain how their role fits into the company’s bigger picture. I’ve always believed that people want to know two things on Day 1: What am I here to do? and How will I know I’m succeeding? Give them those answers.
Small, intentional actions can have a big impact. Assign a peer buddy who can answer informal questions and help your new hire navigate the culture. Share a clear schedule for their first week, so they know what’s coming next. Predictability builds trust.
In that first week, prioritize connection. Don’t wait for formal performance reviews to provide feedback. Schedule regular check-ins—even short ones—to give space for questions and early wins. Help them build relationships across the organization, not just within your immediate team.
By week two, start assigning meaningful (but manageable) tasks so they can build momentum and confidence. I’ve seen over and over that early contributions are the fastest way for new hires to feel like true members of the team. Keep reinforcing what they’re doing well and where they can fine-tune. When people feel supported, they perform better—and they stick around.
At the end of two weeks, your new hire should feel welcomed, informed, and empowered. They should understand the path ahead and know they have a manager who is invested in their success.
I know from experience: thoughtful onboarding doesn’t just reduce early attrition. It accelerates confidence and connection. A little intentionality up front pays dividends for months to come.
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