This article comes from Marco Galvan’s insightful talk at our Austin 2024 Sales Enablement Summit. Check out his full presentation and our wealth of OnDemand resources.

Imagine this: you’ve just joined a new company, and you’re excited but also nervous. You’re eager to learn, but the sheer amount of information and new faces feels overwhelming. Now ask yourself—how can your company turn that nervous excitement into lasting engagement? 

For me, the answer lies in one word: culture.

Hi, I’m Marco Galvan, and at Atlassian, I’ve had the privilege of shaping sales onboarding programs that do more than train—they welcome, inspire, and connect. Onboarding isn’t just about ticking boxes; it’s about creating an experience where new hires feel valued and empowered to succeed. 

So in this article, I’ll share how we embed cultural integration into every step of our onboarding process and how you can, too, build programs that don’t just inform—they transform.

Let’s get started.

Why culture matters in onboarding

Starting a new job is daunting. It’s not just about learning processes and tools—it’s about stepping into a whole new culture. And research backs this up: 69% of employees who have a great onboarding experience stay with their organization for over three years. 

That’s why your focus shouldn’t just be on delivering information but instead on creating a welcoming and empowering culture from day one.

When I interviewed for my role, our Head of Global Sales said something that stuck with me: “The person who gets this job has to be a cultural fit.” That wasn’t about fitting a mold; it was about being someone who could bring people together and make them feel like they belong. This is the heart of my approach to onboarding.

Onboarding sets the tone for a new hire’s entire experience at a company. It’s their first real glimpse into what your organization values and prioritizes. If you get it right, you’re not just teaching them their role—you’re creating a bond between them and the company’s mission, their team, and even themselves as they grow into their new role. 

Building culture through onboarding isn’t just a nice-to-have, it’s the foundation of long-term engagement and success.

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1. Setting the stage with kickoff meetings

Kickoff meetings are one of the first touchpoints for new hires after HR training, and they set the tone for the entire onboarding experience. 

At Atlassian, we gather all cohorts together to introduce them to the team, the company, and the journey ahead. These meetings aren’t just about sharing information; they’re about creating a sense of belonging and alignment.

Here’s how we structure our kickoff meetings:

😐 Good: Have the meeting. Make sure new hires know it’s a priority.

👍 Better: Provide an overview of the company’s values and goals without overwhelming them with too much detail.

🏆 Best: Create space for new hires to share their own goals and what brought them to your organization.

During these meetings, we focus on connection—both to the company and to each other. One of my favorite things to do is tie in what they learned the day before. For example, if the cohort attended a session featuring a senior leader or inspiring story, I’ll reference it during our kickoff and encourage them to share their takeaways. It’s a simple way to create continuity and make them feel seen and heard.

When I run these sessions, I often think back to my own early days at Atlassian. I started in a customer-facing role, answering transactional tickets, and eventually moved into the renewals space. What I loved most about those roles was the opportunity to build relationships—both with customers and colleagues. 

That’s what I bring into our kickoff meetings: the idea that onboarding isn’t just about learning the ropes but about building meaningful connections.

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