Onboard Rewards

Employee onboarding rewards are incentives or recognition initiatives given to new hires during or after their onboarding process. These rewards help build motivation, make new hires feel valued, and boost engagement from day one. This glossary explores the what, why, and how of using onboarding rewards effectively.

What are onboarding rewards?

Employee onboarding rewards are incentives, gifts, or recognition given to new hires to make their transition into the company smoother and more welcoming. These rewards can range from physical welcome kits and digital badges to early milestone bonuses and public acknowledgments. The goal is to create a positive first impression, strengthen employer branding, and increase engagement right from the start.

By incorporating rewards into onboarding, companies signal appreciation for the new hire’s decision to join, help reinforce company culture, and encourage early retention. These programs are becoming more common as organizations prioritise employee experience during the critical first few weeks.

Why are employee onboarding rewards important?

Rewarding new hires during onboarding plays a powerful role in early engagement and long-term retention. It helps them feel seen, valued, and excited about the journey ahead.

Improves the first impression of the company
Builds trust and loyalty from day one
Boosts morale and reduces early attrition
Reinforces a culture of recognition
Encourages faster integration into teams and workflows
Sets the tone for a strong employer-employee relationship

Who should receive employee onboarding rewards?

Employee onboarding rewards are typically designed for all new hires across departments and levels. However, the style and value of rewards can vary depending on the role, seniority, or onboarding stage.

Organizations can personalize rewards for:

Full-time and part-time employees
Remote and in-office hires
Senior executives or key hires
Interns and graduate trainees
Employees shifting to new roles internally

Where are employee onboarding rewards used?

Onboarding rewards can be delivered across different environments and settings depending on the organization’s onboarding process.

During orientation sessions (physical or virtual)
Via email or internal platforms (e.g., digital badges)
In welcome kits shipped to remote hires
At team introductions or kick-off meetings
Through intranet or HR software tools

When should you give employee onboarding rewards?

Timing matters in onboarding rewards. The earlier a new hire feels appreciated, the stronger the connection to the company.

On the first day of joining
At the end of the first week
Upon completion of training modules
After first project completion
During their 30-, 60-, or 90-day milestones

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What are the different types of employee onboarding rewards?

There are various types of onboarding rewards—ranging from one-time gestures to structured reward programs. Choosing the right mix ensures a memorable experience.

Welcome kits with branded items (t-shirts, mugs, notebooks)
Gift cards or e-vouchers for online platforms
Personalized thank-you notes or video messages
Access to wellness perks or subscriptions
Digital badges and shoutouts on internal platforms
Milestone bonuses or performance-based early incentives
Invitations to team lunches or virtual meetups

What are employee onboarding reward programs?

Employee onboarding reward programs are structured initiatives that systematically offer rewards to new hires during their onboarding phase. These programs aim to reduce early turnover, encourage faster engagement, and make new hires feel part of the team from the start.

A good onboarding reward program is often managed by HR or People Ops and integrates with onboarding checklists and timelines. It tracks progress, ensures consistency, and reinforces a culture of appreciation early in the employee lifecycle. The rewards are often tied to specific events—like completing training, meeting first goals, or finishing probation successfully.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.

eNPS:

eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

Promoters
Employees who have responded positively or agreed.
Detractors
Employees who have reacted negatively or disagreed.
Passives
Employees who have stayed neutral with their responses.

How do you implement employee onboarding rewards effectively?

A good onboarding rewards strategy needs thoughtful planning, personalization, and timely delivery. It should reflect the company’s values and enhance the new hire's experience.