Slack
Microsoft Teams.
Paperwork Isn't Connection
Forms, policies, and system access don't make someone feel welcome. They're necessary but not sufficient.
Welcome New Hires with Recognition
The first weeks shape everything. Help new employees feel like they belong from day one—right inside Slack and Microsoft Teams.
4.8 on G2 • Trusted by 3k+ teams worldwide
What Is Employee Onboarding?
Employee onboarding is the process of integrating new hires into your organization. Effective onboarding goes beyond paperwork—it builds belonging, connection, and confidence from day one.
Why the First Weeks Matter So Much
Onboarding sets the tone. New hires decide quickly whether they belong here—and that decision shapes everything that follows.
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New Job Anxiety
Starting somewhere new is stressful. People wonder if they made the right choice, if they'll fit in, if they're good enough.
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Feeling Invisible
New hires often feel like they don't matter yet. They're learning, watching, waiting—but nobody acknowledges they exist.
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Early Exit Risk
People who don't feel welcomed leave fast. The first 90 days have the highest turnover risk of any period.
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Culture Confusion
New hires don't know what's valued here. Without signals, they guess—often incorrectly.
Signs Your Onboarding Isn't Working
These warning signs often go unnoticed until it's too late. By then, the new hire is already looking elsewhere.
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Silence in Meetings
New hires who don't feel safe stay quiet. They have ideas but don't share them.
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Working in Isolation
They complete tasks but don't connect with teammates. No relationships forming.
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Afraid to Ask Questions
New hires who don't feel welcomed hesitate to ask for help. They struggle silently.
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Low Energy
The initial excitement fades fast. They're going through motions, not building momentum.
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Slow to Contribute
They have the skills but hold back. Confidence issues slow down time to productivity.
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Already Looking
Within weeks, they're updating their resume. The search never really stopped.
Case Study
How Haze Shift Welcomed New Hires Into Their Culture
Haze Shift is an innovation consultancy that helps large organizations adapt and thrive. With a distributed team, CEO Sam Hasselriis needed to ensure new hires felt connected to their culture from day one—not just after months of working together.
They chose HeyTaco to make appreciation visible and welcoming immediate.
What they discovered:
- New hires received welcomes within their first day
- Early contributions were celebrated, building confidence
- Culture values became visible through recognition patterns
"We see a significant increase of camaraderie and positivity from our team members." — Sam Hasselriis, CEO
Recognition became part of how they onboard. New team members didn't just learn the job—they experienced the culture immediately through the appreciation they received and witnessed.
"HeyTaco helps our distributed team stay connected to the positive moments."
For Haze Shift, onboarding transformed from a checklist into a welcoming experience—powered by peer recognition.
Why Traditional Onboarding Falls Short
Most onboarding focuses on logistics. The human side gets overlooked.
Manager Welcomes Aren't Enough
A warm greeting from the boss is nice, but peer acceptance matters more for day-to-day belonging.
Training Doesn't Build Trust
Learning the job is important, but it doesn't tell new hires whether they're valued as people.
How Recognition Improves Onboarding
Recognition shows new hires they matter. It builds connection faster than any formal program.
Creates Warm Welcomes
Teammates can immediately recognize new hires, making them feel genuinely wanted from day one.
Celebrates Early Wins
Small accomplishments get noticed. Completing training, asking good questions, helping out—it all counts.
Builds Peer Connections
Recognition creates touchpoints between new hires and teammates. Relationships form faster.
Builds Confidence
When early efforts are acknowledged, new hires gain confidence to contribute more.
What Teams See When Onboarding Improves
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Faster Time to Contribution
New hires who feel welcomed engage faster. They ask questions, take initiative, and add value sooner.
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Better Retention
People who feel like they belong don't leave. Early recognition reduces first-year turnover.
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Stronger Team Bonds
Recognition creates early connections between new hires and existing teammates.
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Culture Transmission
New hires learn what's valued here by seeing what gets recognized. Culture spreads naturally.
Why Teams Use HeyTaco for Onboarding
Because it works without adding process or overhead.
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Instant Welcomes
New hires can receive their first taco within minutes of joining Slack or Teams.
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Peer-Driven
Welcomes come from teammates, not HR. That's what makes them feel genuine.
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Visible to Everyone
Public recognition shows the whole team that new hires are valued and welcomed.
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Ongoing, Not One-Time
Recognition continues throughout onboarding. It's not just a first-day thing.
4.8 on G2 • Trusted by 3k+ teams worldwide
Make Every New Hire Feel Like They Belong
Try HeyTaco free for 30 days. No credit card required.
Start for free Get a demoFrequently Asked Questions
Common questions about recognition during onboarding.
How does recognition help with onboarding?
Recognition helps new hires feel welcomed and valued from day one. When teammates acknowledge their contributions early, it builds confidence and connection—two things that determine whether someone thrives or struggles in a new role. Learn more about employee engagement →
When should recognition start for new employees?
Immediately. The first week sets the tone. When new hires receive recognition quickly—even for small wins like completing training or asking good questions—they feel like they belong. Waiting too long creates doubt.
What should you recognize during onboarding?
Recognize learning moments, good questions, helpfulness, completing milestones, and early contributions. The goal is to acknowledge effort and participation, not just performance. New hires need to know their presence matters. See how recognition works →
How does peer recognition impact new hire retention?
New hires who feel welcomed by peers—not just managers—are far more likely to stay. Peer recognition signals that the team genuinely wants them there, which builds belonging faster than any formal onboarding program alone. Learn about retention →
Why do new hires leave in the first 90 days?
Most early departures come from feeling disconnected, undervalued, or like they don't belong. The job itself is rarely the issue—it's the lack of human connection. Recognition addresses this directly by making new hires feel seen.
How can HeyTaco improve onboarding?
HeyTaco makes recognition instant and visible. New hires can receive their first taco within minutes of joining. Teammates can welcome them publicly, celebrate early wins, and create connection—all inside Slack or Microsoft Teams.
What's the connection between onboarding and employee engagement?
Onboarding sets the foundation for long-term engagement. Employees who feel welcomed and valued early are more likely to stay engaged throughout their tenure. Recognition during onboarding creates positive momentum that compounds over time. Learn about engagement →
How do you measure onboarding success?
Beyond completion metrics, look at 90-day retention, time to productivity, and early engagement signals. HeyTaco's analytics show how quickly new hires receive recognition and start participating—leading indicators of successful onboarding. Explore analytics →