Onboarding Is Leadership: How Strong Starts Create Strong Teams

-         Bella Costikidis, Business Operations Manager, Harcourts Victoria, on turning onboarding into a retention engine

Everyone wants to feel part of something meaningful. We all want to show up each day knowing we contribute to a team that values us. That sense of belonging inspires us to be the best version of ourselves. The real challenge for leaders is creating that feeling not just for ourselves, but for everyone around us.

In my role as the Business Operations Manager of Harcourts Victoria, I have learned that the most successful leaders meet people where they are.

We cannot expect someone to hit the ground running if they haven’t been given the map. To truly thrive, people need tools, clarity, and confidence.

Belonging grows when individuals feel informed, supported, and included.

Clear communication plays a major role in this. We often assume communication is simple: say the thing, write the message, share the expectation.

But in reality, every message is filtered through personal experiences and perceptions. What feels perfectly clear to one person may feel confusing or confronting to someone else. Communication is more than the words we choose; it’s about the effort we make to understand the person on the other side.

This is why strong start onboarding is essential. When someone joins a workplace, they are looking for more than a computer and login details.

They are trying to understand the culture, the values, and how they can be part of something meaningful. A strong onboarding process empowers new team members to feel like they are contributing to the bigger picture from the very start.

That means offering clarity around responsibilities, setting meaningful goals, providing ongoing training, and showing up with consistent support. Our role is not just to manage it is to guide, empower, and elevate individuals so they can reach their full potential.

But onboarding is not a “set and forget” exercise. It raises a critical question: once the initial phase is done, do you have a structure for ongoing connection?

Success means different things to different people. Some aim for recognition, others for growth, some for stability, and many for something in between. Regular check ins are your chance as a leader to learn what drives each person, what’s blocking them, and how you can support them to thrive.

When leaders invest time in thoughtful communication, prioritise belonging from the very first day, and lead with trust, empathy, and strong guidance, something remarkable happens. We create workplaces where people feel safe to grow, supported to excel, and proud to stay.

That is how we elevate ourselves.

That is how we lift others.

Here are practical steps any leader can take to turn onboarding into a retention engine:

1. Audit your onboarding process by mapping the first 90 days and identifying any gaps in clarity, structure, or support.

2. Design onboarding around culture and connection by introducing values early, assigning an onboarding buddy, and scheduling regular check-ins.

3. Invest in training and development through a structured learning roadmap that evolves with feedback from new hires.

4. Embed ongoing coaching by continuing growth conversations and pairing newer team members with experienced mentors.

5. Measure and repeat by tracking retention data, surveying new hires, and continually refining your onboarding approach.

6. Lead with empathy and intention by communicating clearly, checking how expectations are received, and being consistently present for your team.

   
   

 Do this well, and you’ll create a workplace where people don’t just arrive, they stay, grow, and thrive.