Why Onboarding Matters
Attracting the best and brightest job applicants and turning them into longstanding employees is a lofty goal that virtually every successful organization aims to achieve. From that first initial contact with applicants through the onboarding process and beyond, you are beginning to build professional relationships designed to last for years to come. As the first official steps toward becoming valued members of your company, the onboarding experiences that you provide are likely to be some of new employees’ most memorable company impressions.
Ensuring Onboarding Success
Effective employee onboarding can mean the difference between a successful start and a challenging transition to a new job. From orientation and training to becoming socially acclimated to your company’s culture, your new hire onboarding process matters.
Begin Onboarding Before You Hire
Bringing your new employees successfully on board begins with the first time you contact your applicants. Whether via phone call, email, or social media, exposure to your organization starts with the recruitment process. Be sure that all avenues of communication accurately represent your company and its culture and values. When recruiting methods don’t line up with your organization’s culture, new hires can experience culture shock, leading to a disappointing first impression and perhaps even an unexpected resignation.
Create a Welcoming Work Area
Once the paperwork is complete and your new hires are ready to get to work, show them you’re happy they’re here by creating a welcoming work space that includes all of the necessities they’ll need to get off to a terrific start. From pens, paperclips and notepads to custom welcome boxes, new hire name tags and desk plates that are personalized and practical, your newest team members will be ready to go!
Build an Onboarding Network
During the onboarding process, human resources is there to guide employees through the new hire process. Once they’re ready to begin work, assigning each new employee a peer mentor who has the experience and enthusiasm to provide support during the first few weeks or months of employment will go a long way in creating strong professional and working relationships. Scheduling some time for meet-and-greets and lunches with other employees and company leaders can also be a terrific way for new hires to get to know a variety of people throughout the company in a more relaxed social setting.
Make Short Term Goals
Setting short term goals for your new employees that are well defined, measurable, achievable, and relevant to their specific responsibilities will help them to develop confidence in their new positions, become familiar with your organization’s workflow processes, and learn the appropriate people to go to when questions or challenges arise. Consider setting short term goals for 30, 60, and 90 day time frames.
Develop Long Term Goals
As short term goals are met, begin to create longer term goals that will encourage learning and professional growth over time. These goals will give new employees something specific to strive for, keeping them interested, engaged, and productive.
Investing in your newest employees from the start of the onboarding process is one of the best ways to ensure that they are off to a wonderful start and a successful transition to becoming contributing members of your team. Whether your onboarding program is three weeks, three months, or longer, when employees are offered the tools, training, and information tailored to their specific jobs, they’re sure to be off to their best start!