To make sure your awesome new hire keeps feeling awesome about their choice to work for your company - get them properly set up on their new team:
1. Develop a standard set of processes for quickly getting a new employee on your team. HR will hopefully have already set up the new hire's email address, provided a laptop, work space, and other necessities of biz life. Now, you need to get this guy set up on their respective team, whatever that looks like in your organization. Rather than doing this ad hoc with each new hire, try documenting all of these bits and pieces - tasks like team introductions, platform accounts with the right permissions, updating group distribution lists, informing clients, etc. - so that you have a handy checklist to use, come the next hire.
2. Provide reference documentation. Remember how overwhelming it can be to start a new job? There's only so much info to be absorbed at one time. Give your new kids on the block a leg up by creating team reference documents that list all of the key info they'll need to succeed: How your clients like to work, tips and tricks on using your platform, commonly used email templates, any legal or compliance requirements, recommended processes and workflows, etc. Bonus: Make this a 'living doc' by updating it regularly with lessons learned and new client preferences.
3. Reference review. Have the new guys read through your reference docs as a first step. This is more about allowing adequate review time than cramming for an exam. Let them familiarize themselves with your material before you begin formal training, to keep the stress level low and content absorption high. Try not to freak the new guys out right away.
4. Training. Again, this is too important to be done ad hoc. Spend some time thinking about the best ways to introduce and explain your system, team processes, templates, client preferences and expectations. Your reference doc will provide a starting point as to key concepts, but you should also create a formal training component to be used with new team hires.
5. Phase them in. Set up your new guys 'n gals for success (and show them you care) by not abruptly leaving them on their own. Maybe this means curtailing their overall responsibilities for a suitable introductory period, having them shadow your best team member, setting them up with a mentor, booking frequent check-in talks, etc.
New employees, unlike new smartphones, aren't 'plug and play'. Even the most experienced will require a period of adjustment to get up to speed on your ways of working, your product, and your lingo - before they can vie for your company MVP award.