Onboarding is the logical next step after hiring a new employee. That new hire can be the ideal candidate for the job, but if the onboarding process goes south—or doesn’t happen at all—there’s a chance that it’ll have a strongly negative effect on the new employee’s overall fit within the company.
Although there are numerous styles and methods to follow that can be more or less effective for your specific organization, there are some universal dos and don’ts that will keep you on the right path, regardless of the style you choose to follow. Take a look at them below and be sure to factor them into your onboarding process.
Mix up onboarding with orientation
Treat it as a one day event
Drown the employee in a sea of new information
Forget to ask for and provide feedback
Leave them on their own to “figure it out”
Assume your process will work without a little effort from both parties
Be ready for them before their first day
Make them feel welcome by cutting out all the tedious paperwork
Create an onboarding process unique to your company
Provide them with a comfortable work area
Offer a mentor or buddy for the first week
Set reasonable goals and expectations in the first week
Have their schedule prepared before they arrive
Encourage them to get familiar with the company culture
Familiarize them with your organization’s products and services
Set up regular check-ins
First impressions are important, and your onboarding process is where new employees get a first impression of your company. Your new employee made a good first impression on your hiring manager—do the same for them by cultivating an effective onboarding process that’ll leave them with a good first impression, too.