Quality Onboarding: 4 Tips for Success

Companies spend a lot of time and effort attracting talent. Unfortunately, they often neglect the employee onboarding experience. This single misstep can be a factor contributing to high turnover rates especially for those who leave within the first few months of employment. A well organized and structured onboarding process can make a huge difference in creating the positive experiences needed to support quicker acclimation to your company! Let’s take a look at four areas where execution is key.

One. Prepare for their arrival beforehand.

Employee onboarding doesn’t begin on an employee’s first day – it begins the second they accept the job. Make sure they have a clean, fully stocked workspace that provides everything they’ll need for the first day, including a desk, supplies, a company computer, and usernames and passwords and any other equipment /supplies necessary for a particular job. Your new employee will have a lot on their mind on the first day – make sure they don’t have to scramble or wait for basic necessities to get started.

The level of communication you provide prior to the new employee’s first day will help ease their level of anxiety. Provide them with the details of the first day’s expectations and timeline. A welcome note, company collateral, SWAG, and any materials, such as benefits information that they can review ahead of time, will help them get excited about the first day and be even more prepared.

Two. Introduce them to the team.

Social barriers are the biggest obstacle a new hire will face when starting life with a new company. It’s natural for people to observe their fellow employees before engaging in social behavior, so don’t be surprised when your newest talent seems quiet at company meetings. Help them overcome their initial social anxiety by introducing them to the team and letting them know that their input is welcome and encouraged. Assign them a buddy during the onboarding process to answer questions and provide support. Also, be sure that they have a lunch partner(s) for the first few days. The quicker a new employee becomes acquainted with their peers and the expectations of the company, the quicker they’ll feel comfortable with providing you with the insight you hired them to give. A ‘Round Robin’ process where new employees meet with key individuals from various departments to learn about their role and responsibility and how that area interconnects with the new employee’s area is one effective process to consider.

Three. Don’t lose them in the “noise” on their first day.

As a business owner or hiring manager, you undoubtedly have a great deal of responsibility, as well as day to day competing priorities. A routine Monday can quickly turn into a pivotal moment for your business, and it’s normal for your otherwise open schedule to quickly fill up with short-notice meetings or business emergencies. You must account for this when planning your new employee’s first day. Don’t lose the new employee in the “noise” of a busy Monday morning.

Be ready to greet them at the door when they first show up. Make sure your morning is clear enough to make an un-rushed introduction to the team and provide a tour of the office. Don’t let an unexpected email or phone call derail you from giving them a warm, genuine welcome. If your attention is diverted or unfocused, you risk making your new talent feel unimportant. Once you’ve ensured they have everything they need to begin their work, check in with them throughout the day to see how they’re feeling. Show them that you’re a supervisor who cares.

Four. Invest in your long-term relationship.

Onboarding is a process that doesn’t take place overnight. Make a good impression on their first day and continue building on that relationship over time. Keep in regular contact with them to gauge their workplace satisfaction. If your workforce is larger and it’s not feasible for you to keep tabs on all of your hires personally, assign them a mentor to help them adjust to their new job. Starters tend to feel the need to overproduce and overwork to “prove” themselves to you. Having a more experienced peer close at hand can have a relieving effect on the stressed newcomer.

As with everything in business, the “first day” onboarding experience is made more efficient with clearly defined company processes. Put in the work necessary to produce a positive experience for a new worker’s first day, and you’ll enjoy a much smoother onboarding experience as a whole. If you need help creating an impactful onboarding experience, get in touch with us here for a free first consultation.