Effective Onboarding Strategies for New MSK Practice Employees

Starting a new job can be exciting, but it can also feel a bit overwhelming. For new employees joining a musculoskeletal (MSK) practice, those first few weeks and months are especially important. They’re learning how the practice operates, meeting new team members, and getting used to systems and workflows. That’s why a clear and supportive onboarding process makes such a difference. When done well, it helps new hires feel welcome, build confidence, and get set up for long-term success.

Whether you’re a manager, part of the HR team, or a team lead in an MSK practice, this guide will walk you through some practical onboarding strategies.

What Makes Onboarding in MSK Practices Different?

Before we jump into strategies, it’s worth noting that onboarding in MSK practices has some unique needs:

• Specialized clinical systems: From electronic health records (EHRs) to billing for musculoskeletal treatments, new employees need hands-on training tailored to your specific practice.

• Complex team roles: Your team might include physicians, physical therapists, medical assistants, front desk staff, and more. Onboarding has to consider the different workflows and responsibilities of each role.

• Compliance and regulations: MSK care involves strict regulatory standards and credentialing requirements that new hires must understand thoroughly.

• Patient-centered culture: MSK practices often emphasize personalized care and teamwork, so cultural fit and team integration are vital.

5-Point Onboarding Strategy

Here’s a straightforward guide to onboarding new employees in an MSK practice. It includes what to do before they arrive, what to focus on in the first weeks, and how to support them long after the first day.

1. Get a Head Start Before Day One

Onboarding doesn’t have to start on a new hire’s first day. In fact, starting earlier can make things easier for everyone. This early stage, often called pre-boarding, is a good time to lay some groundwork.

You can begin by taking care of administrative tasks. That includes sending out paperwork, helping with licensing or credentialing (if needed), and setting up access to your systems. Getting the basics out of the way means the first day can be more about people and culture, not just forms and passwords

It’s also helpful to introduce your new employee to the practice before they even walk through the door. A welcome email, a quick call from their future manager, or even a short video about your team and values can go a long way in making someone feel comfortable and included.

2. Make Day One a Warm Welcome

The first day sets the tone. A thoughtful, welcoming experience will go a long way in easing nerves and making new hires feel comfortable.

Try these tips for Day One:

• Personal welcome: Have a manager or team member greet them personally. Give a quick office tour to show where everything is.

• Introduce key people: Help new hires meet their teammates, supervisors, and support staff. This can be casual and fun. Try organizing a coffee break or lunch together.

• Overview meeting: Review the schedule for the first week and what they can expect. Give them a chance to ask questions.

• Provide a trainer or mentor: Pairing new hires with an experienced employee can help them settle in and get informal support.

The goal is to create a friendly, relaxed environment where new employees feel like they belong right away.

3. Deliver Tailored, Hands-On Training

Training looks different depending on the role, but in an MSK practice, there are a few key areas that most new employees need to understand early on.

What to cover in training:

• Clinical systems: Hands-on sessions with your electronic health records system, scheduling software, and patient management tools.

• Billing and coding: Clear instruction on MSK-specific billing codes, insurance claims, and reimbursement processes.

• Compliance: Education on HIPAA, OSHA, credentialing, and any state or federal regulations.

• Role-specific skills: Depending on their role, employees might need training in physical therapy protocols, medical assisting, front desk operations, or physician support.

Try breaking training into manageable chunks over several weeks or months. Spreading it out helps avoid overwhelming new hires and allows them to absorb information gradually.

4. Emphasize Team Integration and Practice Culture

A lot of onboarding focuses on logistics and training, but people also need to feel like they belong. Helping new employees connect with your team and understand your practice’s culture is just as important as showing them how to use the practice software.

That doesn’t mean you need team-building retreats or trust falls. Often, the little things matter more. Invite them to lunch. Include them in group chats. Encourage coworkers to introduce themselves and offer help.

It also helps to be clear about your values. If your practice prides itself on teamwork, patient-centered care, or clinical excellence, talk about that. More importantly, show it through your actions and how you treat each other.

You might also consider assigning a mentor. The mentor doesn't have to be just for job training. This can be someone who can check in regularly and help the new hire settle in. People are more likely to become a valuable part of the team if they feel connected to their coworkers.

5. Keep Supporting New Employees with Ongoing Feedback

Onboarding doesn’t end after the first week or even the first month. Ongoing support and communication are key to long-term success.

How to maintain support:

• Regular performance reviews: Set clear goals and expectations, then meet regularly to discuss progress.

• Open-door policy: Encourage new hires to ask questions anytime and seek help when needed.

• Celebrate milestones: Recognize achievements, no matter how small, to boost morale.

• Adjust training if needed: Be flexible and offer additional resources or coaching based on individual needs.

Keeping the lines of communication open helps prevent frustrations and builds confidence.

Why Invest in Onboarding?

You might wonder why spending time and resources on onboarding matters so much. Here are a few important reasons:

• Better retention: Employees who feel supported and welcomed are more likely to stay long-term, reducing costly turnover.

• Improved patient care: Well-trained, confident staff deliver higher-quality care and better patient experiences.

• Greater team morale: A positive onboarding experience helps build a collaborative, motivated team.

• Streamlined operations: When new hires understand their roles and systems, your practice runs more smoothly.

Good onboarding takes time and effort, but it pays off. Employees who feel prepared and supported are more likely to stay, perform well, and contribute to a positive work environment.

If your onboarding process could use a tune-up, now’s a great time to revisit it. Look for ways to make it clearer, more personal, and better tailored to the needs of each role.

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