Upping Your Employee Onboarding Game

Chris Goodwin, SHRM-SCP

 

Employee onboarding is a crucial step in retaining quality people who bring something special to the team. The onboarding period needs to benefit the new hire, current team members, and leadership equally. While every company is unique and onboards in its own way the goal remains the same; help the new hire adjust to the culture, nurture their commitment to the team and the company and encourage them to contribute and advance the mission of the organization.

While onboarding goals are the same the process itself varies from organization to organization. Some companies have a strong onboarding game and others, not so much. Obviously recruiting-and certainly retaining the employee doesn’t end once the job offer is accepted. Your newest member of the team needs acceptance and understanding from the rest of the organization along with orientation. That’s not always easy to do but is an elemental part of the onboarding method and you will be amazed by the positive results that develop.

 

Upping Your Onboarding

Of course, you want success for your company and that means setting your new hire on the right path from the beginning. Whether entry-level or leadership position your new member must be comfortable, committed, and engaged. Here we offer some solid tips for upping your employee onboarding game.

 

Begin Onboarding Before The Start Date

Whenever someone accepts a new job there’s a flurry of activity prior to an offer. Your new hire is caught up in the idea of your company and excited at the prospect of joining your team. That’s wonderful! But, as is typical, there’s a two-week period of wrapping up the previous job before commencing the new position.

This is the ideal time to begin the onboarding process, at least in some fashion. Consider sending your newest team member an onboarding packet. Include a schedule for the first few days and a plan for the first 90 days particular to their position. That way they have a general idea of the timeline and expectations of their new job. Include some basic employee profiles so they get to know who’s who in the organization.

Receiving a “Welcome Packet” gets the onboarding ball rolling ahead of the start date and that means your newest hire feels more acclimated on day one. Follow up with an email to let them know you’re there for any questions or concerns they may have.

 

Create a Structured Program

Everyone likes to come into a company knowing what to expect. When you create a standard onboarding program everyone will be on the same page. This type of structured approach offers an overview of the company as it applies to all new hires. The next step? Training with their specific team.

Depending on the size of your business and scope of the job your employee can take part in an initial training period, say two weeks, then follow up with a deeper dive into their role on the team. This is helpful as the rest of the team knows just what is expected of the new employee as they have experienced the process themselves.

Obviously, you don’t want your process to be too rigid and you should create a structure that reflects the culture of your organization. To that end, invite opinions and advice from existing employees prior to implementing your program.

 

Onboard Across Multiple Teams and Departments

In order to foster a strong commitment to the organization, it is wise to onboard across multiple teams. This allows your new employee the experience of getting to know coworkers and what it is they do, customers and their relationship with the company, and, in essence, all things that go into making the organization a cohesive community. While it’s unlikely the new employee you’ve hired for customer service will ever fill in for IT, knowing how each cog in the machine works for the good of the organization keeps your business moving forward in a positive way.

 

Incorporate an Understanding of Company Culture

Never assume the company culture will come to your employees intuitively. Explain your culture to your new hire as part of the onboarding process. Bring your values, mission, and culture front and center, especially if your new hire is remote and can’t casually interact with the rest of the team. Your company culture, values, and mission are what sets you apart from other similar organizations. It is your identity and impacts your business in so many ways. A strong company culture nurtures interpersonal communication, helps to develop better hiring decisions and ensures a sense of camaraderie and shared purpose.

 

Don’t Neglect the Human Element

While making certain your latest employee is up to speed on training and the operations of your organization don’t forget about the human element of onboarding. This concept is frequently neglected and one of the reasons employees cite for difficulty adjusting to a new job. Here are some ideas for upping your onboarding game by incorporating a human element in the process.

 

• Start your New Hire on A Friday: typically the last day of the workweek is more relaxed. The atmosphere is conducive to putting your new hire at ease. It’s just a thoughtful way to begin.

• Help Them Make Connections: In the first few weeks of a new job, it’s highly effective to help your employee make connections. Are you virtual? Introduce a virtual coffee break with a different coworker a few times a week so they can chat and connect.

• Assign Them a Buddy: It’s important to have a built-in coworker who can show your new hire the ropes and help them understand those less formal ways of the company. Not knowing how the little things are done easily frustrates and intimidates some individuals. Don’t allow this to happen. Assign your latest hire a “buddy” of a similar level.

• Involve Senior Leadership: C-suite execs achieved their position for a reason. They inspire the rest of the organization in one way or another and that’s a good thing. Ask a senior leader to sit down with the new hire and discuss the company’s vision, culture and values. This underscores the commitment your newest employee has for their place in your organization.

• Ask for Feedback: When you’re in the midst of the onboarding process it’s often difficult to ascertain how much your employee understands. Schedule time to touch base with your new hire. That way you’ll both know if you’re on the right track.

 

Interested in Upping Your Onboarding? Let Us Help

Up your onboarding game and build a solid foundation with your employees from the beginning. Cornerstone Coaching & Consulting has everything you need to support the growth and health of your business. We specialize in HR, administrative support, and coaching for leadership.

 

HR for any business is overwhelming. When you’re the owner of a small business it’s not unusual to wear many hats. But so many of those responsibilities steal your focus and affect your company’s success. Let us take over your HR and admin duties. Not only are our professionals experienced but we know employment law and workplace best practices. We’ll see to the needs of your employees and keep your company compliant with all the current regulations. Best of all? We’ll tailor our services to your unique needs and goals. Contact Cornerstone Coaching & Consulting today and let's get started.