A great onboarding experience doesn't just happen — it's built with intention, warmth, and a whole team behind it. The way we welcome someone in those first days and weeks sets the tone for We asked hospital leaders from across Colorado and South Dakota to share how they help new teammates hit the ground running.. Here's what they shared.

Make the whole team part of the welcome 🤝

"East Springs Animal Hospital has a team of 46 people — dynamic, busy, and versatile. Adding a new team member is an important job, and we put in a team effort to set them up for success.

From the interview process onward, we focus on making candidates feel comfortable, setting clear expectations, and giving them time to meet the team and see them in action. Once hired, we dedicate a week to introducing the hospital and protocols through meetings with different members of our management team — keeping the schedule manageable and the approach structured and friendly.

Training officially lasts three months, with the most intensive support in the first 30 days. Every team member plays a role, assigned to specific training duties based on their strengths — which makes it exciting for the trainers too. New employees get regular weekly check-ins with management, and we exchange feedback that helps us adjust the process along the way. Before long, that new employee isn't just learning — they're contributing as a trainer themselves."

— Ivana Bailey, Hospital Manager, East Springs Animal Hospital | Colorado Springs, CO

Build connection from the very first conversation 💙

"At All City Pet Care West, we dedicate time during the interview process for all positions to observe the flow of the hospital. This helps new team members feel more comfortable on their first day, having already been familiarized with the clinic.

We partner new hires with a departmental lead or tenured employee right away to help them get to know the team and understand the asks of the role. As Hospital Manager, I walk each new hire through a thorough tour of the facility, share introductory period expectations, and make sure they know exactly who to go to with questions or concerns.

I also ask every new hire to complete a 'get to know you' document alongside their new hire paperwork. I make time to review their favorite things, find shared interests, and connect on a person-to-person level. It's very important to me that every new member of our team feels supported as they grow into their position."

— Emilie Sitzman, Hospital Manager, All City Pet Care West | Sioux Falls, SD