Hiring a new employee is just the beginning—what happens in their first week can determine whether they thrive or struggle in your company. Too many businesses in the landscaping, tree care, and lawn care industries assume that bringing on new employees is as simple as handing them a uniform and a list of tasks. But without a structured onboarding process, companies risk high turnover, lower productivity, and frustrated teams.
If you’ve ever had a new hire leave within their first few months, chances are they didn’t feel set up for success. Research shows that a well-structured onboarding plan can improve retention by up to 91% and increase productivity by 62%. The reality is, a new hire’s first week sets the foundation for how engaged, motivated, and successful they’ll be in the long run.
It’s time to stop “winging it” and start treating onboarding as a key part of your company’s growth strategy. Here’s how to create a first-week experience that keeps employees engaged, builds confidence, and ensures they become valuable, long-term team members.
Step 1: Assign a Mentor – A Guide for the First Week
New hires often struggle with feeling lost, unsure of who to ask for help, or overwhelmed by new information. Assigning a mentor from day one gives them a go-to person to help them adjust, answer their questions, and provide guidance.
A mentor doesn’t have to be their direct supervisor—it can be a more experienced crew member who knows the ropes. The goal is to create an immediate connection and make them feel supported.
→ How to implement this: Pair every new hire with a seasoned employee who checks in with them daily during their first week.
Step 2: Create a “Welcome to the Team” Email or Message
Instead of having a new hire awkwardly introduce themselves one by one, send a company-wide email (or message in your internal chat system) that introduces them to the team.
Include:
- Their name, role, and a brief background.
- A fun fact or two to make the introduction more personal.
- A reminder to team members to say hello and help them feel welcome.
This small step goes a long way in making new employees feel like they belong, reducing the discomfort that often comes with being the “new person.”
Step 3: Set Clear Expectations from Day One
One of the biggest mistakes companies make is being too vague about what’s expected from a new hire. The sooner they understand their responsibilities, the faster they can contribute.
→ What to do:
- Give them a simple, structured daily plan for their first week.
- Walk them through company policies and key processes.
- Let them know what success looks like—both short-term and long-term.
Clarity helps employees gain confidence quickly and eliminates the anxiety of not knowing what’s expected.
Step 4: Review Compensation & Benefits
Many employees go weeks—sometimes months—without understanding the full scope of their benefits. Use the first week as an opportunity to walk them through:
- Payroll details (when and how they’ll get paid).
- Health and retirement benefits.
- Opportunities for bonuses or promotions.
- Any company perks they may not be aware of.
Understanding their total compensation package early on increases job satisfaction and retention.
Step 5: Daily Check-Ins – Keeping the Communication Flowing
Even employees who seem confident may be struggling with aspects of their new role. A simple daily check-in can make all the difference.
→ How to do it effectively:
- Keep it informal—a 5-10 minute chat at the end of the day.
- Ask about any questions, concerns, or roadblocks they’ve faced.
- Offer words of encouragement and constructive feedback.
Consistent communication builds trust and prevents small frustrations from turning into major issues.
Step 6: Encourage Team Lunches or Breaks Together
Building relationships in the workplace is crucial for long-term job satisfaction. New hires who make workplace friends are significantly more likely to stay with a company.
→ Try this: Arrange for them to have lunch or a break with different team members throughout their first week. This allows them to integrate into the company culture naturally.
If your team works in the field, encourage crew members to invite the new hire to join them for a break or a meal.
Step 7: End the Week with a Review & Next Steps
At the end of the first week, sit down with the new hire to go over:
- How they’re feeling about the role.
- Any concerns they have.
- What they’ve learned so far.
- What’s coming next.
This conversation reassures them that their growth is a priority and gives you insight into any adjustments needed in the onboarding process.
Beyond the First Week: The 30/60/90 Day Approach
While the first week is crucial, successful onboarding extends beyond those first few days. Companies that implement a 30/60/90 day plan see higher engagement and stronger employee retention.
- First 30 Days: Focus on learning and integration.
- First 60 Days: Start increasing responsibilities and performance expectations.
- First 90 Days: Ensure they’re fully confident in their role and contributing at a high level.
Why Onboarding Matters More Than Ever
The landscaping, tree care, and lawn care industries continue to face hiring and retention challenges. In a tight labor market, every hire is valuable—and losing a new employee due to poor onboarding is an unnecessary cost.
By implementing a structured, engaging first-week experience, you set your team up for long-term success, reduce turnover, and create a company culture where employees want to stay.
Hiring great people is just the beginning. Setting them up to succeed? That’s the real key to growth.
Be well, do good work, and keep in touch!
Fred
Join Our Upcoming Event
Struggling with high turnover or underperforming new hires in your landscaping, lawn care, or tree care business? The root of the problem often lies in the onboarding process. Without a structured approach, new employees can feel lost, disengaged, or even leave within the first few months—costing you time, money, and productivity.
Join us on March 26, 2025 for an exclusive 90-minute deep dive into onboarding strategies that ensure your employees are engaged, productive, and invested from day one. This webinar isn’t just about welcoming new hires—it’s about building a system that retains top talent and strengthens your team.