Employee turnover is costly, and the quality of an onboarding process can directly impact the success of any new hire. An effective onboarding process allows your company to give new hires the incentive and motivation they need to to be successful. At the same time, effective onboarding requires planning and commitment. Below are nine proven steps to successfully onboarding new employees:
1. Map out the onboarding process
The onboarding process typically includes pre-onboarding, new hire orientation, workplace training, and transitioning into a proficient, formal employee. Your company must map out the timeline for these phases accompanied by HR metrics to keep track of the new employee’s progress. Ensure every new hire feels aligned with the company’s goals and their respective roles.
2. Take a multimodal approach in the orientation program
From outlining dates for training sessions to times for team video calls, new employees significantly benefit from having a well-planned onboarding program. Video, in-person talks, classroom lectures, written presentations, and online learning can help improve employee retention and make onboarding more engaging.
3. Distribute the employee handbook
Creating an employee handbook with valuable tips to inform the new hire of where to find resources, and how to get the most from their work, is a great idea to help in the initial phases of onboarding. Within the employee handbook, you may also want to write in details of conditions of employment and helpful information about your company. In the first 90 days, this handbook should be a resource to assist the new hire in learning about company-wide policies and culture.
4. Give a realistic idea of the job
Overstating or overselling the job can lead to problems during the onboarding process. Ensure new hires know what they are signing for, what to expect from the position, and what they need to succeed. This clarity eliminates any confusion about job responsibilities or assignments.
5. Set a comfortable pace
Giving your new hires the time they need to settle in can help them fully integrate and become a part of your corporate culture. Allowing new hires the time needed to feel at home can boost retention considerably and improve employee satisfaction.
6. Assign a peer mentor
Appointing a colleague to be the new hire’s friendly face and go-to guide is an easy way to make a new hire feel welcome. This will also give them a relaxed space to ask questions and figure out the company culture. Peer mentors work better with employees at the same level to create a social, supportive environment.
7. Explain the jargon and culture
Your company might have its own unique tone and language. Dropping a new hire into the mix without explaining your lingo sets them up to be outsiders. Ensure that you explain not only the corporate acronyms you use on a regular basis but also fill in new hires on any inside jokes, traditions, and other essential bits of your company’s culture.
8. Incorporate feedback
Tracking feedback and outcomes over time can help you identify your most successful onboarding techniques or steps and determine which parts of the process you need to revisit.
9. Routine check-ins
Create a multi-week onboarding program with plenty of check-ins to immerse new hires in the business, their colleagues, and their objectives. Consider implementing the 30/60/90-day approach to onboarding. This model has been proven to be highly effective for establishing productive and engaged employees. At the end of the first, second, and third months, plan for a one-on-one meeting between the employee and their mentor or hiring manager.
Conclusion
From the moment employees receive their offer letter, HR teams should have a well-established routine for the onboarding process. Ensuring the employee onboarding process is maintained and adequately endorsed will facilitate new hires to appreciate the company’s mission and culture and become fully committed and productive employees.
