The New Starter Playbook

The New Starter Welcome Pack

A practical onboarding guide for hiring managers (and a template you can use today).

Most onboarding fails for one reason: we assume a new starter will “pick it up as they go.” In reality, the first week decides everything; confidence, pace, loyalty, and whether they feel like they belong.

A simple Welcome Pack doesn’t need to be fancy. It needs to be clear, human, and structured. Here’s the playbook.

Why a Welcome Pack matters

A strong Welcome Pack does three things:

Reduces day-one anxiety (so they can perform sooner) Creates clarity (so expectations aren’t guessed) Builds belonging (so they stay)

If you want better retention, start here.

The Welcome Pack: what to include

Think of this as a “starter kit” that answers the questions new hires are too polite to ask.

1) A warm welcome letter (one page)

This sets the tone. Keep it human, not corporate.

Include:

A genuine congratulations Why you hired them (specific strengths you saw) What week one will look like Who to go to for what A simple: “We’re glad you’re here”

Tip: People remember how you made them feel more than what you told them.

2) A “First Day” cheat sheet (one pager)

This is the anxiety-killer. Make it painfully clear.

Include:

Start time + where to go / meeting link Dress code (plain English) What to bring (ID, bank details, etc.) Access / parking / travel notes Lunch plan (what’s nearby, whether the team is taking them out)

3) A light-but-structured first-week schedule

Not a minute-by-minute diary — just enough to create rhythm and confidence.

Include:

Day 1: welcome, systems, introductions, role overview Days 2–5: key meetings, shadowing, training blocks, first small tasks Pre-booked 1:1s: manager, buddy, payroll/HR, IT (if relevant)

Goal: remove uncertainty, not flexibility.

4) A “Meet the team” page

Names and faces matter fast.

Include:

Photos + names + roles “Go-to” contacts (payroll, IT, client escalations, compliance, etc.) A quick org chart (if you’re not tiny)

5) A role clarity sheet (your onboarding insurance policy)

This prevents the classic “I didn’t realise that was part of the job.”

Include:

Role purpose (2–3 lines) Top 5 responsibilities What “great” looks like at 30 / 60 / 90 days How performance is measured Values/behaviours: how you want people to show up

6) Practical essentials (links or PDFs)

Don’t bury these in HR systems and assume they’ll find them.

Include:

Contract / offer letter copy Employee handbook (or key policies summary) Holiday / sickness process Expenses process Data protection / confidentiality summary Commission/bonus scheme (if relevant) Working hours + probation details

7) Systems + access checklist

The fastest way to frustrate a new hire is “waiting for logins.”

Include:

Email, CRM, Teams/Slack, HR system, shared drive, phone Where things live (templates, pricing, proposals) “How we work” basics (file naming, where to save things, internal comms norms)

Best practice: assign one person to own access setup, not “everyone.”

8) A buddy intro card (first 4 weeks)

A buddy isn’t a best mate, they’re a shortcut to competence.

Include:

“This is your buddy for the first 4 weeks” What they can help with (no silly questions, day-to-day stuff) Best way to reach them

9) Culture & values (keep it real)

Skip the posters. Share how culture looks in practice.

Include:

Values in action (real examples) “How we do meetings” and “How we communicate here” Team rituals (Friday wrap, daily huddles, shout-outs)

10) One personal touch

Small effort. Big impact.

Choose one:

Handwritten note from the MD/Founder/Manager A 30–60 second welcome video A small, useful item: notebook, pen, coffee card A “getting to know you” mini questionnaire (favourites, dietary needs, hobbies)