Onboarding seems to be the one area where even high-performing companies are willing to admit: “We could be doing better.” As someone who’s spent years helping businesses improve their onboarding programs, I can confidently say that the risks of overlooking onboarding are greater than most leaders realize. Let’s break down why investing in onboarding isn’t just a “nice to have”…it’s essential to business performance.

Restructuring and workforce reductions are a reality for most organizations at some point. While some organizations offer outplacement or career transition support, others still treat it as optional. In reality, providing outplacement support is one of the most practical and protective steps a business can take during a termination or restructuring process.

Psychological safety might sound soft, but it’s rooted in neuroscience. When people feel threatened, even socially, the brain shifts into self-protection mode. Cortisol spikes, dopamine drops, and risk-taking shuts down. But when we feel safe and valued, dopamine and oxytocin kick in, fuelling motivation, learning, and trust. That’s why cultures built on appreciation outperform those built on fear. Recognition and safety aren’t separate ideas; they’re part of the same chemical equation for engagement.

To help you start strong in your new HR role, the First30 team has created a practical HR onboarding checklist designed specifically for HR leaders. First impressions matter, and a structured approach will help you build credibility, understand the business, and make an impact quickly.