E3Round UP – Successful onboarding
Five steps for successful onboarding
Recruiting the right employees for your business with the correct core skills, experience and values can be a costly exercise and extremely resource heavy.
Therefore it is imperative that once these key individuals have been hired, they are given the correct onboarding to ensure they are given the knowledge, skillsets and an understanding of business behaviours to become effective in their new roles as soon as possible. It’s simple – give the right first impression and retain the staff you have hired.
1. Get them started before they even arrive
Send a friendly welcome letter, with information about dress code, parking, building access and other functional details. This is also an opportunity to explain key policies and benefits.
2. Be prepared
Make sure their work area is ready, clean and emptied and restocked with all the essentials. Make sure the equipment functioning and log-ins for all systems have been requested in advance. The telephone is set-up and business cards are ordered. Include their personal copy of your employee manual and any other important documents and any employment-related forms they need to complete.
Create a simple tick sheet for all new starters and an individual introduction plan including where to go, whom to meet, what to do, and by what result/expectations.
3. Cultural introduction
Assign a co-worker to become a buddy to give them a full company tour, introduce them to people and explain insider details such as the kitchen tour. Arrange an early meeting with their immediate boss, to help establish their working relationship straight away. They should discuss the new employee’s job in greater detail, expectations in terms of workflow processes, communications protocols and set goals for the next few weeks.
The new employee should meet the closest team members, important internal customers and partners. Provide a room for social interactions, as a strong network will reduce future mistakes and misunderstandings. The individual introduction plan for managers and specialists should include these social elements.
Your onboarding program must include training activities, regardless of their organisational level or previous experience. It is important to cover key procedures and processes, and tools and systems being used.
If immediate training is needed, book this in advance and have manuals and notes available. Confirm future training dates so new recruits know the schedule and can plan. Arrange for cross-training sessions too, so they can see how other departments work and how your big picture fits together.
5. Conduct reviews
At the end of their first week book a review to give them an opportunity to formally feedback and share their first impressions.
As their probationary period comes to an end, schedule a formal review so you can jointly assess progress thus far. If there are minor problems, discuss how you’ll address them. It is important that measurable goals are set for the future and a formal review process is put in place along with regular monthly catch-up meetings that will help track progress. A personal professional development plan should be put in place to capture career development and opportunity.
Following these five steps will make your onboarding process a more effective, satisfying experience for everyone. This way new hires can become truly productive as soon as possible, because employees who know they are contributing are happier in their jobs.