Start Taking Pride in Your Onboarding Process
Did you know, how you welcome a new employee can have a direct impact on your ROI? It’s true. If you’re looking for long-term and positive relationships between your organization and new employees, it requires an effective onboarding process. Unfortunately, most hiring managers spend majority of their time stressing the hire and view onboarding as an afterthought with little business impact. Employee onboarding sets the tone for your employee’s experience and directly impacts their engagement levels.
Follow these best practices to make employees feel welcomed, equipped with the necessary know-how, and culturally integrated with the team:
1. Engage before their start date.Reaching out before their first day will put the new hire at ease and allow them to ask logistical questions so they know what to expect the first day.
2. Use one point-of-contact.Assigning one person to run onboarding will ensure nothing falls through the cracks and the new hire will always know who to turn to with a question.
3. Roll out the welcome mat. Go the extra mile to ensure your new employees feel welcomed right out of the gate. This can include ensuring their workspace is set up, offering welcome gifts, and having a lunch set up with other colleagues.
4. Plan out a packed a structured schedule. The first week or two should be jam packed with training and learning experiences, so the new hire will never be left wondering what to do next.
5. Involve colleagues at all levels. Provide plenty of opportunities for others to get involved in the onboarding process, so the new hire can begin networking and getting to know others they will be working with.
6. Provide an overview of team goals, company priorities, and success measures. Understanding the company’s mission and corporate goals should be a focal point of onboarding. This helps new hires understand the larger picture and how their team prioritizes and measures goals.
7. Help them understand their individual goals, success measures and career path. There is nothing worse than a vague understanding of your responsibilities. Be sure you’ve clearly outlined what is expected, how it will be measured, and how they will be rewarded.
8. Get feedback.There is always room for improvement, and your onboarding process should always be evolving. Don’t miss the opportunity for feedback from employees and any recommendations for improvement.
9. Use analytics. Survey employees in areas that are important to the company after 1 month, 6 months, and 12 months to identify what worked, areas that need improvement, and components that need to be added.
During a time when turnover is high, hiring and keeping your employees for a long period is crucial for business success. It’s time to shift your mindset from simply enrolling new employees to impressing them and setting them up for personal success.