A good onboarding process will help a new hire start the job successfully. It will also increase employee retention. The most crucial step of onboarding is building a relationship. Your bond with a new hire can last them through their entire employment journey. The typical onboarding process involves signing paperwork, providing them with employee handbooks, and giving them a tour of the company.
Create a Detailed Onboarding Process Plan
Organizations must adopt innovative strategies to attract top talent and cultivate a collaborative work environment in the dynamic landscape of hiring and managing employees. An onboarding process can be a great way to set new employees up for success in your company. It allows you to ensure your new hire is given the tools and information they need to succeed from day one.
Start by creating a checklist that includes all the paperwork, tasks, and other items your new employee needs to complete during their first week. Then, ask an existing team member to act as a mentor and buddy to the new hire so they can provide support throughout their transition.
It’s also essential to schedule introductory meetings with other departments, so your new hire can better understand how the different parts of the company work together. Finally, it’s essential to check in with your new hires regularly. Consider implementing 30 and 90-day check-ins to see how they are adjusting and answer any questions they may have. This will also help you identify areas where your onboarding process needs improvement.
Create a Welcome Kit
Providing new employees a welcome kit can help them feel valued from their first day on the job. This can include everything from paperwork and forms they need to sign to a note from the CEO describing the company culture.
In addition to the typical documents, include an office map, essential contact information, and a list of all required training for their position. Having a list of short-term goals that the employee can complete during their first 30 days and long-term goals for the first 90 days can also be helpful.
During the first week of employment, invite new hires to lunch with their team members to build personal connections and acclimate to the work environment. You can also meet with all team members to introduce them, discuss expectations, and share any additional information relevant to their role. This can also be an excellent opportunity to review and discuss the company’s culture, goals, and values. You can also provide a branded new hire kit with items like a company mug and notebook.
Create a Schedule
Ensure the new employee can access all programs and electronic files they need on their first day. This will help avoid the confusion and overwhelm commonly seen among new employees.
Schedule meetings and greets for the new hire with team members from different departments they will work closely with. This will help build relationships with people outside their immediate department and give them a broader sense of organizational belonging.
In addition, consider scheduling one-on-one meetings with managers to discuss goals and objectives for the first month, three months, and year. This will help to set clear expectations for performance and help the new hire feel supported by their manager.
It is common for workers to burn out within their first few weeks or even days in a new job. Be sure to keep in contact with the new hires and invite them to periodic engagement events so that they remain engaged and excited about their position and company.
Schedule a Meet & Greet
An informal, off-site meet-and-greet can provide valuable insights into the company culture and overall fit for a candidate. Whether you plan to hold this meeting online via Zoom or in person, ensure that your candidates are familiar with the meeting expectations and who they will meet.
Depending on the role, your meet-and-greet may include a walkthrough of the office or facilities to show the new hire where they will be working (e.g., break rooms, offices), or it may just be a chance for your candidates to meet their future coworkers and managers in an informal setting.
Consider including key individuals from various departments who will be critical to the success of your new hire. This will ensure they have people to contact if they have questions or need help navigating the company. Also, it’s an excellent way for your new hire to see a fresh face and get a chance to talk about shared interests outside of work. This type of networking can open doors to opportunities that could not have otherwise been available.
Set Expectations
During onboarding, it’s essential to set clear employee and performance expectations. This goes beyond simply stating an employee’s job description and includes how their work will impact the company and their department, what they should be working on, and how their team members can best help them.
Additionally, explain how your organization’s goals and values align with the new hire’s career aspirations. This can be a compelling and engaging part of onboarding, ensuring that your employees feel they are contributing to the company’s success and fulfilling their career aspirations.
Ensure that onboarding doesn’t stop after the first day, week, or month. New hires need ongoing support, engagement, and training to be successful. This could include regular one-to-one meetings, targeted training programs, and ongoing support from their supervisors. This can help them stay engaged in their role and the company long-term. This can increase performance and ensure a higher ROI on your hiring efforts. For example, consider a solution that provides onboarding support throughout an employee’s employment with your business.
