Onboarding & First Impressions Matter
Setting Up New Hires for Long-Term Success
Hiring a new employee is just the beginning. What happens after they accept the job is just as important—if not more. A weak onboarding process leads to confusion, frustration, and higher turnover. Employees who don’t feel set up for success are more likely to quit within weeks, leaving you back at square one.
On the flip side, a strong onboarding process creates confident, engaged, and productive team members. A well-trained new hire stays longer, works harder, and contributes positively to your team dynamic.
So how do you make sure new employees don’t just survive their first week—but thrive long-term? Let’s break it down.
Table of Contents
Step 1: First Impressions Start Before Day One
Most restaurant owners think onboarding starts on day one. That’s a mistake. Your new hire is forming opinions about your business the second they accept the job. A disorganized first day—or worse, no plan at all—makes them wonder if they made the right choice.
How to Make a Strong First Impression Before They Even Start
✅ Send a Welcome Message
- A quick email or text goes a long way. Keep it simple:
“Hey [Name], we’re excited to have you on board! Your first shift is on [Date], and we’ll go over everything you need when you arrive. If you have any questions before then, just let us know!”
✅ Prepare Their Training Materials in Advance
- No one wants to show up on their first day to chaos and confusion. Have their schedule, training checklist, and any handbooks ready before they walk in.
✅ Assign a Point of Contact
- Make sure they know who to report to and who to ask for help. A friendly, familiar face on day one can make a huge difference.
🚨 Red Flag: If a new hire walks in and no one seems to know who they are or what they should be doing, they’ll immediately feel out of place. That’s how you lose good employees before they even get started.
Step 2: The First Day – Making Them Feel Welcome & Prepared
The first shift is make-or-break. It’s the difference between a confident new hire who’s excited to learn and someone who spends the day feeling lost, overwhelmed, or invisible.
A bad first shift doesn’t just affect the new hire—it impacts the entire team, leading to frustration, miscommunication and extra work for everyone.
Here’s how to structure their first day for maximum success:
1️⃣ Welcome & Quick Tour (15-20 minutes)
Before throwing them into training, start with a proper welcome.
✅ Introduce them to the team
✅ Give them a quick tour of the restaurant (front & back of house)
✅ Go over basic policies (breaks, clocking in/out, expectations)
👀 Why this matters: New hires are often too nervous to ask questions. A simple tour and introduction help them feel comfortable and prepared.
2️⃣ Hands-On Training with a Mentor (1-2 Hours)
Pair them up with an experienced team member—not just a manager.
✅ Let them shadow a veteran on real tasks (taking orders, seating guests, running food, etc.)
✅ Encourage the mentor to explain why things are done a certain way rather than just telling them what to do
✅ Keep the first shift focused on learning, not perfection
👀 Why this matters: New hires learn better by doing, not just watching. A hands-on mentor helps them build confidence faster.
3️⃣ End-of-Shift Check-In (5 Minutes)
✅ Ask how they’re feeling about their first day
✅ Encourage questions and feedback
✅ Let them know what’s coming next in their training
🚨 Red Flag: If a new hire leaves their first shift with no idea what happens next, they’re already halfway out the door.
Step 3: The First Week – Reinforcing Training & Building Confidence
Most restaurants make the mistake of overloading new hires on day one and then leaving them to “figure it out” for the rest of the week. That’s how mistakes happen, morale drops, and new hires quit.
A structured plan not only prevents overwhelm but also builds confidence, making employees more likely to stay and succeed.
Instead, use the 1-Week Training Plan to set them up for success:
The 1-Week Training Plan
✅ Day 1: Shadow a mentor, learn the basics, and focus on comfort and confidence.
✅ Day 2-3: Start handling small responsibilities solo (with supervision). Encourage questions.
✅ Day 4-5: Gradually increase workload, giving constructive feedback throughout.
✅ End of Week Check-In: Sit down for a 5-minute review to celebrate progress, answer questions, and discuss areas for improvement.
🚨 Red Flag: If a new hire is left alone too soon, they’ll either struggle in silence or start cutting corners. Neither ends well.
Step 4: The First 30 Days – Retaining & Developing New Hires
The biggest onboarding mistake? Thinking training ends after the first week. Most turnover happens within the first 30 days because employees don’t feel supported or valued.
Here’s how to keep them engaged and growing:
✅ Set Performance Goals Early
- Define what success looks like after 30 days.
Example: “By week 4, you should be able to handle a full section without assistance.”
✅ Schedule a 30-Day Check-In
- Ask how they feel about the job and what they need to succeed.
- Give constructive feedback and recognize their progress.
✅ Keep the Support Going
- Encourage open-door communication so they feel comfortable asking for help.
- Continue coaching & training to refine their skills.
🚨 Red Flag: If a new hire never gets feedback or encouragement, they’ll assume they’re doing fine—or worse, that no one cares. Either way, they won’t last.
Photo by Gabrielle Henderson on Unsplash
FAQ: Common Onboarding Challenges & Solutions
1. “What if I don’t have time for structured onboarding?”
✔ Create simple checklists for managers to follow.
✔ Assign mentors or trainers to guide new hires.
✔ Make quick check-ins a habit—just 5 minutes can prevent turnover.
2. “How do I stop new hires from quitting in the first month?”
✔ Make them feel valued and supported.
✔ Give clear expectations and regular feedback.
✔ Show a path for growth—nobody stays in a dead-end job.
3. “What if they’re still struggling after training?”
✔ Identify where the gaps are. Do they need more practice? More confidence?
✔ Offer extra coaching before assuming they won’t work out.
✔ If they’re not improving after multiple corrections, it might be time to cut ties.
Final Thoughts: First Impressions Matter More Than You Think
A solid onboarding process doesn’t just help new hires—it improves team morale, customer experience, and overall restaurant performance. When employees feel supported from day one, they integrate into the team faster, make fewer mistakes, and contribute positively to the workplace culture.
✅ Prepare before Day One
✅ Give structured, hands-on training
✅ Check in regularly and reinforce learning
✅ Continue developing employees past Week One
When you prioritize onboarding, you create a workplace where employees feel valued, supported, and equipped to succeed. This leads to higher retention, stronger team dynamics, and better overall performance.
Try this: Review your current onboarding process. Where can you improve? Even one small change—like adding a first-day check-in—can make a huge difference.