After the hard work and dedication of recruiting the right employee to fit your team and culture, the last thing you want to do during their first days is plop them in front of their computer and hope they figure “it” out. As a team leader or HR professional, you want to provide your new hire with everything they need to succeed in their new role. This is a time to show them that choosing to work at your organization was a smart decision.
Onboarding, the process of orientating and mainstreaming new employees into an organization, equips them with the tools they need to be successful.
But, organizations often overlook the importance of this process. Not only is it helpful and effective for new employees, but it can save time in the long run, answering questions and providing solutions right away.
According to a 2018 survey from BambooHR, 91 percent of those who received effective onboarding feel a strong connectedness at work, compared to only 29 percent of those who had ineffective onboarding.
An effective onboarding process answers five questions:
- What am I supposed to be doing?
- How am I supposed to be doing it?
- Who is on my team?
- What skills do I bring to the table?
- What does my future look like?
We broke apart those five questions into the following categories that explain some tangible ideas for a successful and inclusive onboarding process.
Set expectations
Even before your new employee’s first day, you can set them up for success. Schedule a call to go over first day questions like where to park and expected attire. If possible, encourage them to fill out necessary paperwork before their first day, so when they walk in the door, they can hit the ground running.
Schedule regular check-in meetings throughout the first week of employment to explain company policies and recognition programs.
Then, encourage managers to schedule regular meetings to explain performance management practices so they what what to expect.
Integrate new employees
Schedule conversations between coworkers and new employees throughout the onboarding process to create patterns of communication and collaboration on your team. Start integrating new hires on small and simple projects right away so they feel like they’re part of the team and organization.
And, most importantly, conduct on-the-job training. According to BambooHR, 76 percent of new hires say this is the most important factor for them to become productive quickly. This includes explaining the organization’s mission and values, showing the new hire how to navigate your internal communications platform, and clarifying key projects and resources.
Develop connections
One of the goals of onboarding is make sure your new hire doesn’t feel like an outsider. There are a few simple things you can do during their first week to include them to your team. On their first day, schedule a team lunch. Assign the new hire a mentor or buddy — someone on the same team who can answer questions and explain processes. And, extend the onboarding process beyond the first few days. Set up regular check-ins with the new employee and one of their managers to ensure they feel successful.
Plan for the future
Encourage your new hire to introduce their skills and share what they hope to bring to the organization. Then, learn how you can best apply their gifts to your team.
Nurture your employee’s sense of purpose by explaining employee development, whether that includes a management track or advancement in a chosen field.
When your employees feel valued and equipped to succeed from the beginning of their time with your organization, they’re more likely to be engaged and be more productive.