New talent is vital to the long-term success of your organization, but finding skilled professionals is only the beginning. Without an effective onboarding process, you risk alienating new employees from the very beginning.
Strategic onboarding is critical, and yet, the process remains woefully unorganized for many businesses. This has real consequences; an alarming recent survey suggests that companies lose 40% of new hires in just one year.
Your employee onboarding process can determine whether new hires feel welcome — and whether they reach their full potential within your organization. Ensure your process is effective by incorporating these seven key steps.
1. Clarify your company's values from the very beginning.
Onboarding can — and should — begin as early as the initial interview. This is your opportunity to communicate your company's values to potential new hires. You can also determine whether prospective employees are capable of aligning with these values.
2. Make essential information available before day one.
The onboarding process can be nerve-racking for new employees, who may fear that they will not be able to take in essential information quickly enough. Ease the process by making some of this information available well before onsite onboarding begins. In addition to making human resources representatives available for questions, companies should offer an online portal where new employees can access FAQs and other materials on their own time.
3. Align new hires on the same day.
To optimize the onboarding process, plan for a comprehensive session involving all recent hires. During this time, new hires can get acquainted with your company's HR team, along with representatives from other essential departments. New employees will also appreciate getting to know one another; the connections they build during their initial onboarding session will help them feel better connected with the company as a whole.
4. Explain company jargon.
Each business holds its own unique language that goes beyond typical industry jargon. Employees won't feel fully integrated into your company's core culture until they understand the vernacular. Spare them the effort to figuring it out on their own; define key terms and phrases early on.
5. Adopt a personalized approach.
Each employee should feel like a valued member of your team from the very beginning. If you onboard several employees at once, you'll want to make an extra effort to ensure that everybody's concerns are addressed. Find small ways to personalize the process; options include assigning mentors to sending individual notes recognizing the employee's early contributions.
6. Offer a welcoming package.
Perhaps The Office's Michael Scott knew what he was doing when he distributed "nifty gifties" to new hires. A welcome package or basket can help employees feel appreciated while also clueing them in on concepts or even vendors your company holds dear. Include items that remind employees of your company's mission statement or key values.
7. Develop a timeline for onboarding.
The onboarding process continues well beyond day one. It can take weeks, even months for new employees to feel fully comfortable in their work environment. Many companies adopt 30-60-90-day plans involving regular check-ins with new employees. This lets new hires know they're valued while also emphasizing their expected contributions.
Continue to interact regularly with new hires to ensure that they feel comfortable. Encourage them to ask questions and provide feedback on the onboarding process thus far.
A structured onboarding approach can ensure a smooth transition for new hires. Ideally, employees will feel valued before they even arrive at their new workplace. Your efforts to streamline and personalize the onboarding process will improve efficiency, reduce attrition, and promote greater workplace productivity and morale.
