Did you know an employees’ onboarding experiences are a reliable indicator of their long-term relationship with a company? Great employee onboarding can improve retention by 82%, plus accelerates the time to proficiency by over 70% (from Glassdoor). Unfortunately, a recent Gallup study found that only 12% of employees strongly agreed that their organization did a great job of onboarding new hires.
So how can we do Onboarding better?
When we think about introducing a new employee, we often think about new employee orientation, which is a critical part to welcoming a new employee but is only one part of the process.
There are 3 parts or phases to creating a great onboarding experience: Positioning, Orientation and On-going Development.
I. Introduce and Position Your New Employee for Success
This starts before day one! You only get one first impression and the first day sets the tone.
Have a clear communication plan introducing your new team member. You are announcing the new employee before they start working sharing the value and benefit of the role and the addition of this new person to your team. Then have a welcome announcement on their first day.
Design a memorable first day. Create and complete a pre-first day checklist for all of tasks you should cover on day one. This includes the general HR paperwork requirements, getting work space set up (computer, passwords, etc.), tour of where to find things both virtual and in the office and introductions. These steps are important for small and large companies alike. It’s easy to get caught up in thinking you can wing it, especially since you've blocked time on day one. Being prepared will make a difference.
Don't overlook the importance of simply making your new employee feel welcomed. One of the main reasons employees leave a new job quickly is that they didn't feel wanted or appreciated from the start. Your attention to the first day makes a big difference.
II. Orientation
You want to set your new employee and your team up for success. Orientation includes planning and scheduling the first weeks and having clear on-going steps.
Orientation focuses on clarifying expectations and responsibilities for their role, communicating company values, norms and ways of doing things and of course continuing to make your new employee feel welcomed and appreciated!
Remember this is where you are creating the foundation for their relationship with you, their team, and the company. You are not only introducing them to the company and your company values, you are demonstrating them. Make sure you show up authentically.
The more senior the position, the more collaborative this part of the process will be. Regardless, you need to be ready with a framework and clear priorities and create regular times to debrief. Actively listen and welcome questions and feedback. New team members have valuable new ideas and come with a fresh perspective.
III. On-going Development
Development is all about investing in your employee, accelerating their path to proficiency in a new organization, and empowering them to have the biggest impact. Support and coach new employees to meet and exceed their 30/60/90 day goals and create strong relationships with open communication right from the start.
This phase is all about making introductions & connections, removing roadblocks and providing feedback and guidance as they navigate their work and projects.
In summary, an effective onboarding strategy is a powerful asset for a company to have since it has positive impacts on all aspects of the business. For new hires, strong onboarding practices demonstrate the organization's commitment to supporting them and helps them begin to form strong relationships and enables them to take action with confidence. For companies, this is the first step of having an engaged and productive workforce. Effective onboarding saves time and money by reducing employee turnover, increases business stability and solidifies and reinforces a positive workplace culture.
Do you want help with hiring and onboarding in your business?
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