You know that feeling when you walk into a new job and suddenly forget everything you’ve ever known? You start second-guessing if you actually do know how to send an email, or if maybe you’ve been faking it this whole time. Yeah—new job jitters are real.
That’s why early confidence-building isn’t just a nice-to-have in onboarding. It’s the secret sauce that turns promising new hires into productive, motivated team members. Skip it, and you risk watching your new talent fade into the background (or quietly polish their LinkedIn profile).
So how do you make sure your new hire doesn’t just survive onboarding but actually thrives? Let’s talk strategy and explore a few helpful tips to get you started.
First things first: clarity is confidence’s best friend. When someone joins a company, the fastest way to calm those internal alarm bells is to let them know exactly what’s expected.
That means no mystery meetings, no “figure it out as you go,” and definitely no guessing games like “Who do I ask for a Zoom link?” A simple 30-60-90 day plan, a dedicated buddy, and a heads-up on who’s who can make a world of difference for someone entering a new role. Make getting up and running as easy as possible for your new employee and watch how fast they find their feet.
At McQuaig, we’re all about understanding what makes people tick. We tell our clients to follow the platinum rule: treat others the way they want to be treated. A one-size-fits-all approach to talent management just doesn't work well anymore. Tailoring learning to the individual joining the team is a much more effectively way to start them off on the right foot. When you know a new hire’s natural strengths and temperament, you can build an onboarding experience that feels like it was made for them.
Is your new hire a natural extrovert who thrives in team settings? Get them connected early. Are they more analytical and cautious? Give them space to digest information and come to you with questions. Traditional onboarding is like giving everyone the same-sized shoes. Sure, technically they’re shoes—but no one’s walking comfortably.
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Confidence grows when people feel progress. Early wins—no matter how small—go a long way to building that confidence right from the start. It’s not about setting up huge targets in month one. It’s about achievable goals that reinforce, “You’ve got this.”
Give feedback (the good kind and the growth kind), celebrate milestones, and check in often. A quick “Hey, you’re doing great” can mean more to a new hire than you think—especially when their inner voice is saying, “You’re probably doing things wrong." Being available and giving new hires reassurance when it's needed can build a strong foundation of trust and openness which will help the whole team thrive. So think about how you can set your new hire up for those early wins. What small projects can they start with? Can they be paired with others to help with current tasks? Structure those first weeks to build your new employee up, rather than feed into their fears.
Yes, onboarding is about tools, policies, and org charts. But it’s also about people. Confidence comes from building relationships. Make space for that human connection—whether that’s virtual coffee chats, Slack shoutouts, or good old-fashioned “Want to grab lunch?”
Don’t just tell them they can talk to their manager. Encourage other team members to reach out, offer support, and say, “We’re glad you’re here.” That kind of cultural onboarding is just as important as teaching them how to use the printer or where to get business cards.
Read More: Build a company culture that keeps great talent longer
The first few days are critical—but so are the weeks and months that follow. Confidence building is a long game. Keep checking in. Keep offering coaching. Keep reinforcing that they were hired for a reason (and it wasn’t just because someone needed help with spreadsheets). Show them that they are valued and that their contributions matter. It's easy to think onboarding is over after the first week or two but maintaining that supportive rapport and checking-in often can make all the difference in terms of how long an employee stays once onboarding is over.
And remember, don’t forget to ask for feedback too! A confident hire is one who feels heard, seen, and supported—not micromanaged or forgotten.
When you invest in confidence-building early, you don’t just help someone feel good about showing up—you give them the tools to succeed long term. That’s how you turn great potential into great performance. It’s not about hand-holding—it’s about smart support that builds momentum. And when new hires feel capable and clear, they don’t just stay—they thrive.