When it comes to providing a new job the excitement always includes a pinch of nervousness. Making new hires feel at home is critical for companies as well. Good onboarding doesn’t end on day 1; it extends throughout the life of that employee with your company. How can you build an onboarding program that ensures new employees thrive?
1. Pre-boarding: Setting the Stage
Before the First Day:
- Welcome Kit: The Welcome Kit consists of a friendly welcome email that includes general information about the company, the team, and what the new joiner can expect on their first day. Post a schedule, your company policies and any of the paperwork of importance.
- Introductions: Set up a virtual or in-person meeting with the team members they’ll be working with. This helps ease first-day nerves and starts building connections.
- Preparation: Make sure their workspace is ready, whether it’s in the office or remote. This includes providing necessary equipment, login details, and access to software and tools.
The First Day: Making a Great Impression
Orientation:
- Warm Welcome: When it comes to retaining talent, helping them make it through the initial weeks with ease and welcoming them in a manner where you can even give them a tour of the office if they’re coming to you. In the case they’re on a remote basis, do a virtual tour for them. Connect them with the key people and their team.
- Mission and Values: Like every other part of the employee handbook, go over the company mission statement, values, and culture in bullet point fashion with the new recruits. It’s important for fresh hires to align them, with the values of the company.
- Role Clarity: This is the most crucial aspect of onboarding. The coming employees must know what their job is, what they do, and their superior’s expectations of their role. Give them a full job description and their first project or task to work with.
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The First Week: Building Foundations
Training and Development:
- Training Schedule: Establish a training schedule to help deliver basic skills and knowledge. Include formal training as well as some hands-on training.
- Mentorship: Introduce mentor/buddy who can provide help while onboarding and assist with any questions.
- Feedback Sessions: Plan for more regular check-ins where you will share updates on progress, hear out concerns, and give feedback on a regular basis.
The First Month: Deepening Engagement
Integration:
- Social Integration: Promote participation in group activities, meetings and social events of all new hires. Helps them feel like part of the team and build relationships.
- Performance Goals: Set some clear goals you can achieve within the first month. This not only provides a sense of focus but also a measurable way to track improvement.
- Continuous Learning: Offer chances for receiving additional training, and continued learning, which all feed directly into proactive growth.
Beyond the First Month: Sustaining Success
Long-term Engagement:
- Regular Check-ins: Check-ins and one-on-one meetings: keep having regular one-on-one meetings to talk more about the employee’s career development and aspirations, as well as any potential challenges they may face.
- Professional Development: Professional development: make it easier for new employees to pick short online courses, workshops, or conferences they can attend to improve their knowledge and skill set. It’s never been easier to update your pool of available tools and resources with the latest additions to the learning community.
- Recognition and Feedback: Recognition and constructive feedback always works. People love hearing about their successes and talking about where they missed their chance to shine. This is also an opportunity to reinforce the right behaviour and increase new hires chances for success, in the organisation.
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