Nail Day One Before It Begins (+ PDF)
Imagine showing up to your first day at a new job, excited and nervous, only to be greeted by… an empty desk.
No computer. No intro. No real sense that anyone even remembered you were coming.
It’s deflating. And sadly, it happens way more than we’d like to admit.
As managers, we often assume HR or the facilities team has the first-day details covered—and for the most part, they do. But when it comes to truly welcoming someone and making their onboarding feel intentional, that’s on us.
The Pre-Start Checklist: Your Secret Weapon
A smooth Day One doesn’t start on Day One. It starts a week—or ideally two—before your new hire even steps through the door.
That’s where the Pre-Start Checklist comes in. (Seriously, download it. Tape it to your monitor. Tattoo it on your arm—okay, maybe don’t go that far.)
It’s your go-to guide to prep everything that will make your new employee feel like they belong before they even sit down. We’re talking:
Confirming their workspace is ready
Making sure their tech is set up
Having a plan for intros and a team welcome
Ensuring they feel expected—not forgotten
These small things? They build trust fast.
Storytime: The Good, the Bad, and the Forgotten
As a former creative recruiter, I’ve seen it all. New hires showing up to disconnected phones and dusty desks. It's embarrassing—not just for the company, but for the manager who suddenly realizes they dropped the ball.
But I’ve also seen the gold standard.
Once, I walked into a new agency and saw my name on a welcome sign outside my cube. My computer was ready. Business cards—already printed. That kind of thoughtful touch? It sticks.
It says, You matter. We’re ready for you.
People Don’t Stay for the Logo—They Stay for the People
One key item on that checklist? Setting up a casual team connection. Whether it’s a virtual coffee chat or an in-person lunch, those early moments of team bonding go a long way. People might join a company for the opportunity, but they stay for the community.
So start that sense of belonging on Day One. Not Week Two. Not Month Three.
Give Them the Lay of the Land
The second must-have? The “Welcome to the Company” form—what I call your key basics.
This is your chance to help your new hire find their footing before they’re drowning in new names and systems. Fill it with essentials:
Team contacts they’ll work with
Key meetings and timelines
A quick overview of projects or clients
Better yet, send it a day or two before they start. It eases their anxiety and gives you a head start on building clarity and confidence.
When You’re Prepared, They Can Thrive
Look, I know what it’s like to bring someone on and feel like your whole work week grinds to a halt. You’re scrambling to onboard them, explain every process, introduce them to everyone... all while trying to get your own stuff done.
But when you prep ahead—when you use tools like the checklist and the key basics doc—you’re not just giving your new hire a great start. You’re giving yourself a break, too.
And maybe, just maybe, you’re also becoming the kind of manager who helps someone say, “Wow. I’m so glad I took this job.”
WHAT THIS MEANS FOR HR MANAGERS
Managers don’t always realize how much the first-day experience rests on their shoulders. That’s where you come in.
You’re not just managing the logistics—you’re modeling what good onboarding looks like. When you equip your managers with the right tools (like a pre-start checklist and a welcome doc), you’re not just setting the employee up for success… you’re setting the manager up, too.
A prepared manager makes for a smoother handoff. It builds confidence across the board, increases engagement faster, and prevents the classic “I didn’t know what to do on my first day” feedback that too many new hires share.
So coach your managers early. Walk them through what their role is in pre-start prep. And remind them:
The little things? They’re not little. They’re the start of retention.
WANT MORE STRATEGIES LIKE THIS?
Contact me about my course Better Onboarding for Managers—a practical, manager-friendly guide to giving new hires the start they deserve.
Because great onboarding isn’t just a checklist—it’s leadership.
About The Author
For the past two decades, Cecilia Gorman has helped advertising agencies and other creatively-minded companies fix costly communication and productivity issues by teaching managers how to become better connectors, motivators, and leaders.
Cecilia is the author of Always Believe In Better, creator of the digital learning course for managers—Manager Boot Camp, and co-founder of the global training and support community for working women—Empowership.
Interested in growing your skills as a manager? Check out how Manager Boot Camp might help.
