New school employee onboarding: It begins way earlier than you think.....
New school employee onboarding: It begins way earlier than you think.....
Hiring the right support staff, finance managers, HR professionals, operations leads and administrative teams, is only half the battle. Retaining them is equally crucial, as high turnover disrupts workflows, adds recruitment costs, and can impact the smooth running of a school. A strong onboarding process ensures new staff feel confident, supported and integrated into their new environment, setting the stage for long-term success.
There's plenty that has been written about onboarding and I think in the main schools manage the process well.
However, onboarding new school staff is often thought of as a day one of employment thing.
One of the things I've seen over the years is that actually, given that the starting a new role is a pretty unnerving thing for most of us, is that onboarding in its truest sense, starts from the moment an offer is made and accepted.
That early communication from your new employer is crucial. It helps settle those impending first-day nerves, builds confidence and demonstrates that your school values its new employees. Simple steps, such as sending welcome packs, sharing a week-one schedule, or offering a point of contact for any questions prior to joining, can make a huge difference. A phone call or email during a notice period, checking in to see how the new employee is, is such an overlooked part of welcoming a new employee onboard.
Extending onboarding to the period before day one allows schools to set the scene for new employees, giving them a sense of reassurance and inclusion even before they officially start. Early engagement communicates that your school values them not just as staff, but as individuals joining a community. It’s an opportunity to introduce the culture of involvement, welcome and support that you want new employees to experience from day one. Sharing information about the team, school routines, or even inviting them to met some more of the team before beginning - either formally or informally at a school event - before their start date helps them feel part of the environment, reinforcing their decision to join and fostering a sense of belonging.
This proactive approach also has practical benefits. Staff who feel informed and supported early are warmer to their new role and less likely to be swayed by counter-offers from previous employers. Silence during the notice period, on the other hand, can perpetuate uncertainty and anxiety, two things that can undermine engagement before someone even starts. Even that simple check-in call or email to see how they’re doing sends a powerful message: that their wellbeing matters, that they are valued, and that your school is a place where people are looked after. In this way, onboarding becomes an extension of the school’s values and culture, demonstrating care and respect while laying the foundation for long-term commitment.
Ultimately, retaining top support staff requires more than hiring well, it’s about creating an experience where employees feel welcomed, valued and supported from the moment they accept their role.
