Upgrade your onboarding
Hansel and Gretel were lured into the witch’s house by brightly colored confections and the smell of freshly-baked goodness. When they entered the house, however; it wasn’t as good as it seemed to be from the outside. This is the way candidates feel when they have a poor onboarding experience.
Organizations with strong onboarding processes increase new hire retention by 82% and productivity by 70% (zippia.com). So, what does a strong onboarding process look like?Onboarding should begin way before the new employee walks through the door (or online portal).
Pre-Onboarding is more than technology and data capture; it’s about culture introduction. Culture goes beyond the handbook. It tells the story of the company and the history behind its mission and vision. Culture also outlines how the organization resolves problems and communicates norms and values. Some ideas for pre-onboarding are:
🍬 Swag. Have a ‘welcome kit’ sent directly to the new employee’s home. Include company-branded items and perhaps a gift card for coffee.
🍬 Peer Partnering. Assign a tenured employee to be a ‘partner’ to the new hire. There is comfort in having a go-to person for answers to common questions, guidance on where to find information, and getting to know who’s who.
🍬 Micro Learning: Provide a brief 5-minute video or two about their department, the product/service, or the team in general. This is a great way to engage a new hire without them having to read through countless documents.
Once the employee has had their initial pre-onboarding experience, they move to their onboarding process which may include a new hire orientation, an explanation of the ‘nuts and bolts’ of timekeeping and attendance, policy and procedure, etc. It is important to note that the onboarding process should continue after the first month of employment. The extended onboarding should Include:
🍭 The Welcome. Announce the new hire via email to all employees. Make sure the email says how happy you are to have them join the team. Take the welcome one step further by organizing the new hire in a social setting like a team breakfast or lunch. Early socialization helps break the ice and provides camaraderie.
🍭 One on Ones. Mangers should do weekly check-ins with the new hire to assist with work challenges or process refinement. It’s not fun to flounder on your own as a newbie.
🍭 Review Process. Managers should have a 30-60-90 review process outlined for new hires. This provides the new hire with a clear understanding of performance strengths and weaknesses.
Bottom line; having a comprehensive onboarding process creates employees who are happy and committed to the company’s success long-term.