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 have:
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 firstname.lastname@example.org