Congratulations. You’ve found the perfect new hire and they’ve accepted your offer. Now it’s time to put your feet up safe in the knowledge that they’ll go on to be a great employee for years to come! Unfortunately, the world of work is never quite so simple. The hard work has only just begun. The Wynhurst Group reports that employees who complete a structured onboarding program are 58% more likely to be still be with the business in 3 years making a great onboarding process a vital part of your businesses success.
Employee onboarding is the process through which new hires get up to speed. From learning about the company, their role and responsibilities and meeting the team, there’s a lot to fit in. With 86% of new hires deciding on their future in a company within the first 6 months, getting your onboarding process right is crucial. Here’s my top 5 tips to creating a great onboarding process and making the first weeks and months of a new hires life at your company a success.
1. HIT THE GROUND RUNNING
“How was your first day at work?” an interested partner or spouse might ask.
“It was fantastic” the new employee answers. “I spent the whole day filling in forms and reading the employee handbook!” A first day like this sounds laughable, but it’s amazing how many jobs begin this way. This goes to show the importance of putting yourself in the new hires shoes throughout all parts of the onboarding process.
Spare new starters a dull first day. Any routine tasks like form filling and reading of handbooks can be sent out in advance of the start date. It’s a great idea to create an online resource with all the required information new team members might need that can be accessed in advance. Include any need to know knowledge and anything that might be useful. From a “who’s who” featuring photos of current employees to information about employee benefits, pay schedules and social events. Documents like this can do wonders for removing first day fears and early worries. Have a think about any workplace traditions or customs that may seem obvious to you but would be missed by new hires. Have a dress down Friday or wear pink on Wednesdays? Now’s a great time to let your new colleagues know.
2. BE PREPARED
The motto of any good boy scout is great to keep in mind when onboarding new staff. Starting any new position can be daunting and intimidating so make sure that you prepare thoroughly to help the process run smoothly. Imagine turning up for your first day with a new company only to be challenged by a receptionist who has no idea who you are and then be met by a team completely unprepared for your arrival. How do you think that new job will turn out.
Remember, you never get a second chance to make a first impression. Make sure that everyone who may have contact with a new starter knows who they are and can great them with a warm smile. Brief your team and let them know about the new hire and the role that they’ll play and be sure to have a well structured onboarding process.
When onboarding new team members, the devil really is in the detail. Things that may seem incredibly basic can go wrong throwing your otherwise well thought out plans out of the window. A friend of mine once arrived at a new sales position only to find his chair was broken and then to have to wait two weeks for his telephone to be connected. I’m sure it’s not surprising, that 6 months later he’d moved on to greener (and better prepared) pastures.
3. PAINT THE BIG PICTURE
Whilst it’s crucial that new hires know the small details of their new role, it’s just as, if not more important that they understand where they fit within the broader picture. Everyone likes to feel that they’re “in the know” and new hires are no exception. Share your team and your organizations history, current goals and strategic vision and what their place is within it all.
As well as bringing new hires up to speed on any recent wins and losses, key customers and projects, it’s also important to let them know about any prefered ways of getting work done. This can form part of any introductory guides or explained throughout their opening months. Everybody prefers to be productive then to be frustrated by a lack of understanding.
4. EVERYONE NEEDS A FRIEND
Some people are blessed with outgoing personalities and the ability to effortlessly make friends wherever they go. Others are more introverted and find integrating within new groups more difficult. To help new team members integrate easily into their role and your culture, consider implementing a buddy or mentor scheme.
For each new team member, assign a mentor to be responsible for their onboarding experience. From answering any questions they may have, to guiding them through internal politics and even making sure they know the best spots to grab lunch, a mentor scheme can be enormously beneficial both to new hires and those responsible for them. Unconvinced? A 2013 study examining Sun Microsystems mentorship program. It found that employee retention rates climbed by 72% for mentors and 69% for mentees. This resulted in savings of $6.7bn and a return of investment of over 1000%.
5. AIM TO ALWAYS IMPROVE
Even if your onboarding process is already phenomenal, there’s always room for improvement. Have a think about creating an onboarding feedback survey or meeting with new hires after 3 or 6 months to find out what you did well and where you can improve.
Not only will this help you to continuously develop and improve your onboarding process for future hires, it will also help new starters to feel like valued and appreciated members of the team. By engaging employees early on and creating a culture of two way feedback, you end your onboarding process by encouraging new starters to take an active role in the future development of your business.
How do you onboard new employees? What are some great strategies you have seen? As every I’m here to help you and your business with any staffing needs you might need. Feel free to be in touch at any time!