Do you remember your first day of school? That momentstanding at the bus stop, lunch box in hand, waving your mother good-bye, and your heart beating faster than ever. Well starting at a new job feels the same way. We’ve all been there – dressed in your finest business attire with butterflies in your stomach as you enter through the doors of a brand new job. But did you know it’s estimated that 45% of new-hires fail within 18 months?
That’s why investing in a welcoming and structured onboarding process will help reduce such turnover and increase new-hire effectiveness. An effective onboarding process isn’t just a routine checklist; it should be a comprehensive
process that makes the new employee feel comfortable and acquainted. When a
new-hire anxiously walks in the door, they need an extra boost of confidence –
and a structured, friendly introduction will help. A successful onboard leads to
a successful organization! Here are five factors your onboarding process should
1. Team involvement. Onboarding a new employee should involve the
entire team. It’s not just the HR department or the hiring manager’s concern,
but all team members should be involved in welcoming new hires. Taking new
employees to lunch or assigning a mentor will help build relationships and show
the newbie that the company values them.
2. Consistent structure. Whether you’re onboarding a new secretary,
associate or top manager, the process needs to be consistent for all employees
and reflect the company values. A set structure helps the employee as well as
the team and administration. Remember, it’s all about making the transition as
smooth as possible.
3. Prepared desk and equipment. In addition to structure, make sure
that everything – from the desk, office supplies, security badges, computer
passwords, phone numbers and access keys – are prepared for the new hire. You
want them to feel at home!
4. Information. The most important part of the onboarding process is
making sure the new employee has access to all the information they need to
succeed in their position and know the company. It’s a good idea to set up
meetings with subject-matter experts so the new employee can grasp the
organization’s goals, policies and practices.
5. Check-ups. The onboarding process doesn’t stop after the first day
or the first week. It’s important to have regular “check-ups” with your new
employee, ensuring they are comfortable and offering them the support they need
to be successful.
At the end of the day, the onboarding process is the employee’s first
impression of the company culture and it should introduce the organization
values. Now that you have a successful onboarding process in place, it's time to
focus on training and developing these new employees to succeed! Call us to access a free report
"Training and Developing Employees to Succeed". 415-456-1990 or email us at email@example.com