First Impressions Last
Research shows that 20% of employee turnover happens within the first 45 days. In Tanzania, where many companies lack formal onboarding processes, the number is likely higher.
A structured onboarding program doesn't require expensive tools or consultants. It requires planning, consistency, and a genuine welcome that makes new hires feel they made the right choice.
A Practical Onboarding Timeline
**Before Day 1 (Pre-boarding):** - Send welcome email with first-day logistics (time, location, dress code, who to ask for) - Prepare workstation, email, and system access - Assign a buddy/mentor from the team - Have the employment contract ready for signing
**Week 1:** - Office tour and introductions to all departments - Overview of company history, mission, and values - Role expectations and 30-60-90 day goals - IT setup and training on internal tools - NSSF and NHIF registration paperwork
**Month 1:** - Weekly check-ins with direct manager - Shadowing experienced team members - Introduction to key clients or stakeholders - First feedback session
**Month 2-3:** - Increasing responsibility and independence - Probation midpoint review - Training on any skill gaps identified - Integration into team social activities
Common Onboarding Mistakes
- **No plan at all** — "Just figure it out" is not onboarding - **Information overload on Day 1** — spread orientation across the first week - **Ignoring cultural integration** — introduce office norms, communication styles, and social dynamics - **No clear success metrics** — new hires need to know what "doing well" looks like - **Forgetting about remote hires** — if hiring for hybrid/remote roles via Nafasi, create a virtual onboarding checklist - **Skipping the probation review** — the end of probation should be a formal conversation, not silence