Onboarding Sets the Tone – Are You Getting It Right?

How a new manager spends their first few weeks says a lot about what kind of business you are. Do they feel prepared or overwhelmed? Supported or left to sink or swim?

That early experience matters. It shapes not only how confident they feel but how long they stay and how effective they become.

At Talent Vista, we believe onboarding should do more than tick boxes. It should welcome people into the culture, build their confidence, and give them every chance to succeed.

That belief came to life in our work with a well-known UK high street fashion retailer. They came to us wanting more than a new starter checklist. They wanted a meaningful start for every new manager.

We helped them build a 90-day Store Manager Induction Programme that makes those crucial early weeks count.

Here’s how it works:

• The first 30 days are all about immersion. New managers shadow experienced colleagues and learn through doing. From customer conversations to stockroom decisions, they get a feel for the real demands of the role. It’s practical, structured, and backed by in-store training buddies who guide not just supervise.

• Days 31 to 60 shift the focus to ownership. New managers begin taking the lead in daily routines, supported by coaching along the way. It’s a chance to try things out, make decisions, and build confidence before stepping fully into the role.

• By days 61 to 90, it’s about putting it all into practice. Managers lead key processes, take part in audits, and demonstrate they’re ready to run the store with confidence. It’s not a tick-box exercise - it’s a springboard into leadership.

So, what makes it work?

It’s structured, but not rigid. Each manager’s plan is tailored to their pace and their store’s reality. Learning is delivered through a mix of methods: shadowing, buddy support, eLearning, and personal development reviews so that everyone feels included, not expected to learn in one set way.

Progress is reviewed regularly, which means new managers aren’t left guessing if they’re on track. And because it’s connected to broader development opportunities like apprenticeships, they see a path forward from the very start.

And the result? Store managers who feel equipped, teams who feel led, and businesses that hold onto talent for the long run.

One Training Manager put it perfectly: “It’s made for real stores, not just policy.”

That’s what onboarding should be - real, relevant, and rooted in the everyday challenges of retail life.

So, if your current approach leaves new leaders scrambling to figure things out on their own, maybe it’s time to rethink it.

We’d love to help you build a better beginning. Ready to make onboarding a strength, not a struggle? Let’s talk.

Email Mandy, our Business Development Director today to see how we can help your business grow.

📧 mandy@talentvista.co.uk