An effective onboarding process is important now more than ever, especially given that remote arrangements are the norm on some level for most companies. It is important to have an action plan in place to help new hires adjust to their new position and get off to a good start. A good plan should help new hires:
- Acclimate to the workplace (both personal workspace and location of common areas like break rooms, etc.).
- Get acquainted with who does what in the organization.
- Understand the company and what it does.
- Identify the company’s core mission and values.
- Learn the systems and duties required for the job.
Along with the initial plan, which should be made available day one, there should also be parameters set to follow up on a 30/60/90-day basis or to have “mentors” in place to help identify if someone may be struggling.
Good employees are happy employees. Enjoying a new workplace and “fitting in” can be critical to a new hire. Create a buddy system and have someone help them acclimate socially, introduce them to others, or invite them to join a group for lunch or social activity. By having a solid onboarding plan in place, you are not only setting up a new hire for a great start, but you are making it easier on yourself and the team by managing expectations for everyone.
Best Practices for New Employee Onboarding
Remember what it felt like to get that “you’ve been hired” email or phone call? There was excitement. There was uncertainty. There was likely even a bit of hesitation or nervousness about what to expect. So, while you can surely relate to being the new employee, why not make every effort to ensure a pleasant and rewarding onboarding experience as an employer. Consider these best practices for new employee onboarding.
Offer a “Wow-Factor” Welcome
From the initial contact letting the employee know he or she is hired to the instructional communication about arrival on the first day, make the welcome communication process memorable. Consider crafting a fun welcome package to place at the team member’s desk or workstation on the first day or schedule a welcome lunch with the immediate team.
Structure the Schedule
Especially for the first full week, organize the new team member’s schedule so there’s little room for uncertainty or fear of what to do next. While you want to leave some room throughout the day to get accustomed to the new environment, processes, and procedures, it will help a new employee if they have a tightly structured orientation schedule to use in getting started. Don’t expect every new hire to hit the ground running.
Operate with an Open Door
Every new hire will have many questions at first. As a manager or supervisor, keep an open-door policy during a new employee’s first few days on the job, so that he or she can stop by and ask questions.. While your goal will be to prepare new team members in advance through your employee handbook and job-specific manual or notebook, relational learning can often be the fastest way to train someone in a new role. Also, allow new employees to offer feedback on their training experience. It’s an excellent way to improve your onboarding process along the way.
Gather the Whole Gang
Nothing will make a new employee feel more welcomed than a solid team spirit. Whether two, 10, or 20 team members, schedule some time for your whole team to be together during a new hire’s first week. It will be important for the new hire to interact with fellow coworkers to learn the roles each person plays with respect to their position. You can plan a fun, team-building activity or a simple team meeting in which each person introduces themselves and answers the new hire’s questions. Either way, the bonding time a new employee can gain with colleagues will help them get off to a great start.
The pandemic impacted the way we team, the way we think, the way we do business. Today, we are seeing the demand for talent and candidate’s mobility at an all-time high. We do not anticipate a slowdown in demand for talent as companies are trying to navigate in-office, hybrid or remote working team needs moving forward. Those organizations and candidates are partnering with experienced firms like ours- giving them a leg up in this vastly competitive talent war environment.