Celebrating Milestones During the Onboarding Process

Onboarding is often seen as a dull, paperwork-heavy process, but it doesn’t have to be. When approached strategically, those first days, weeks, and even months can become a powerful tool for keeping your best people engaged—and committed for the long run.

The High Stakes of the First 90 Days

Here’s a striking statistic: one-third of all new hires quit within their first 90 days. That’s 33% of talent walking out the door—a costly and disheartening revolving door for many organizations. Replacing them can cost the equivalent of six to nine months of an employee’s salary.

But this outcome is not inevitable. Strong onboarding can flip the script. Research shows that effective onboarding leads to 82% better retention and 70% higher productivity. Despite these numbers, only 12% of employees feel their company does onboarding well. That gap is a tremendous opportunity.

Building a Roadmap for Recognition

A successful onboarding journey begins before day one and extends through the first year. Each stage offers an opportunity to reinforce belonging, celebrate progress, and demonstrate that new hires made the right choice in joining your organization.

Pre-boarding: Building Anticipation

The time between acceptance and the first day is critical. Small gestures—like a welcome package, a short video message, or an email confirming that everything is ready—can ease nerves and spark excitement.

Day One: Create a Memorable First Impression

The first day should feel celebratory, not bureaucratic. Instead of being buried in forms, imagine a new hire walking into a decorated workspace, joining a team lunch, or receiving a warm shoutout in Slack. Google, for instance, welcomes “Nooglers” with propeller hats—a playful ritual that cements belonging. The specific tradition matters less than ensuring it’s unique and memorable.

The First 90 Days: Keep the Momentum

Onboarding should never end after day one. Regular touchpoints help maintain connection:

• A congratulatory note at the end of the first week.
• A coffee chat at the 30-day mark.
• Recognition of role-specific milestones, like closing the first sale, completing a compliance training, or launching a project.

These celebrations show that the company values not just presence, but actual contributions.

Five Rules for Meaningful Recognition

Recognition during onboarding must feel authentic. Here are five rules that ensure it resonates:

1. Be timely and personal – A thoughtful, specific gesture carries far more weight than a generic email.
2. Involve peers and leaders – Recognition is most impactful when it comes from across the organization.
3. Tie it back to goals and feedback – Connect celebrations to meaningful progress.
4. Personalize the approach – Ask new hires how they prefer to be recognized, whether publicly or privately.
5. Make it cultural, not procedural – Recognition should be part of the company’s DNA, not an HR checklist.

Personalization is especially powerful. Taking even a minute to ask how someone likes to be recognized shows genuine care and transforms the experience.

Beyond Onboarding: Building Culture

When recognition becomes consistent and personal, onboarding evolves into something bigger than a process—it becomes the foundation of company culture. From the very first interaction, employees feel seen, valued, and welcomed.

The critical question for every organization is this: Is your welcome mat rolled out only on day one, or is it a permanent part of your foundation? The answer makes all the difference.