Tips for successful employee onboarding
When introducing new hires to your business, the onboarding process plays a substantial role in their long term success at the organization. An unstructured Day 1, Week 1 and Month 1 can inspire new hires to look elsewhere, whereas proper onboarding can build trust and camaraderie that ensures the best talent sticks around. To avoid unnecessary turnover costs, here are some do’s and don’ts of successful employee onboarding.
- Not being prepared. One of the biggest ways to make employees question their decision is by not having their basic setup in place on day one. It makes them feel like you weren’t expecting them when they don’t have a place to sit, a computer to log into or an email address. Taking care of those items before they walk in the door helps avoid making a negative first impression.
- Not making team introductions. When a new person joins a team, the office manager or their direct supervisor should take the time to introduce them to the members of the team and different key players in the organization. This process will help put the new hire at ease and build camaraderie in the workplace.
- Not having a training plan in place. Very few employees will enter the workplace knowing in exactly what direction to begin, especially at the entry level. Provide employees with a clear set of initial objectives, along with a point of contact in the organization to provide guidance.
- Not setting clear expectations. Building a culture based on meeting goals is a great way to help team members excel. Encourage employees by setting clear objectives and expectations, with milestones along the way.
- Not having employee reviews. Feedback is one of the key elements to creating a successful workforce. Managers and executives should regularly meet with new hires to provide feedback and guidance to ensure that the transition is successful and that the lines of communication are open.
- Rerecruit from day one. When a new hire starts at a company it is a great opportunity to reintroduce the company vision, mission, values and goals, and explain where they fit into the organization. The reality is, on day one, they are still evaluating if they made a good decision. Reinforcing the decision from the beginning is a great best practice.
- Invest Early. New hires should feel from the beginning like they made the right decision. As they transition into the new role, provide them with the time, attention and resources they need to hit the ground running. Get to know them, their story, their unique qualities and strengths, their goals and dreams. Be willing to be vulnerable as well. Building trust is one of the key components to any successful partnership.
- Encourage internal relationships. Help new hires navigate the workforce by setting up internal meetings with different members of the organization. By encouraging relationships among colleagues, new hires will feel like they are part of the organization, rather than a bystander.
- Establish goals and an individual development plan. Managers should outline clear performance expectations for new hires. This school of thought will help employees to get on the right track from the beginning, so that both parties can work together to make sure critical milestones are met.
- Discuss roles and responsibilities of the career path. Beyond just initial training and setting expectations, outline the roles and responsibilities of the entire career path to help new hires establish goals and aspirations within the organization.
For additional information on successful employee onboarding, contact Carver Peterson Consulting.