The onboarding process is a crucial step in shaping a new employee’s experience and ensuring their success within the organization. But many onboarding processes have fallen to the wayside of importance with only 12% of U.S. employees believing the company they work for has a satisfactory onboarding process. When done effectively, onboarding boosts retention by 82%, increases engagement, and helps employees feel valued from day one. While this blog is centered around helping employers with their onboarding process, some of these tips may be valuable for a new employee.
Here are some practical tips to create an onboarding process that leaves a lasting impression:
8 Onboarding Tips for New Employees
1. Start Before Day One
Get ready for your new hire by preparing in advance. We suggest starting the onboarding process at least 1– 2 weeks before the employee’s start date. Send a welcome email with key details such as the first-day agenda, dress code, and contact information. Including information such as where to park, where to go when the employee arrives, and who to ask for will put your new hire at ease and focus on the excitement of the first day.
This is also a great time to ensure that the new employee’s workstation, computer, and necessary software are ready to go before they arrive. If possible, ask the new employee about their equipment preferences– do they have a specific mouse or keyboard they like? Do they want a monitor? This way you won’t spend hours with IT on their first day troubleshooting technical issues. Don’t forget to share login credentials and access to company tools so they can hit the ground running.
Reaching out to a new employee in advance helps create a positive first impression and alleviates anxiety or apprehension they may have about beginning their new role.
2. Personalize the Welcome
In larger organizations, introducing a new employee to everyone is often impractical. However, it’s still essential to inform the team about the new hire. Send a team-wide email (copying the new employee to the email) introducing the new hire, sharing their role, fun facts, and inviting colleagues to connect with them.
When the new employee arrives, show them around the company and introduce them to other team members you pass by. You should also have a collection of “new hire resources” prepared.
- These resources can include:
- An Org Chart
- Policies and Procedures
- Employee Directory
- Facility Map
- Mission Statement
- Coffee Machine Instructions
- Etc.
Additionally, offer a thoughtful welcome package, including branded swag, an employee handbook, notebooks, or a handwritten note! These items can help the new hire feel recognized and appreciated.
3. Have a Peer Mentor or Welcome Buddy
If your organization practices this, assign a mentor or buddy to guide them through their first few weeks and answer questions. While new employees know they can turn directly to their supervisor with questions or concerns, other peers may seem less intimidating or be more accessible than managers. This peer will act as a mentor throughout the training process.
An experienced peer can share valuable insights and advice, introduce the new hire to key contacts, and help them navigate the facility. With a peer mentor on a similar professional level, new employees are likely to feel more comfortable seeking guidance from them.
4. Communicate the Company Culture & Expectations
Communicating your company culture and expectations is essential to helping new employees feel connected and aligned with your organization. Start by sharing your company’s mission, values, and goals to help them see the bigger picture of their role.
You can highlight the culture by encouraging participation in team lunches, social events, or casual coffee chats to foster relationships and a sense of belonging. Additionally, expectations can be clarified by discussing the company’s communication style, decision-making processes, and standards regarding work hours and collaboration.
5. Provide Structured Training and Clear Expectations
Effective onboarding requires a comprehensive approach to training new employees. Start with role-specific training that includes tailored instruction, shadowing opportunities, and hands-on practice to help them master their responsibilities.
You may consider complementing this with an overview of the company’s history, products or services, client list, and internal processes to provide a well-rounded understanding.
To prevent overwhelming the new employee, structure the training in manageable segments, allowing new hires to gradually absorb information. Additionally, provide resources such as guides, manuals, or access to a mentor.
On day one, provide the employee with clear, documented expectations for the first 30, 60, and 90 days. These expectations should include milestones, tasks to master and metrics that indicate success or failure. Meet regularly with your new employee to discuss their progress and ensure you are both on the same page. Offer feedback and suggestions and don’t forget to ask what they feel they might need to overcome challenges!
6. Foster Open Communication
Fostering open communication is key to a successful onboarding experience. This includes encouraging new hires to ask questions by creating a safe, judgment-free environment where they feel comfortable seeking clarification or guidance.
Make sure to schedule regular one-on-one check-ins during their first week, month, and beyond to address any concerns, offer support, and provide constructive feedback. The worst thing an employer can do is create a hostile environment where– especially– new hires don’t feel comfortable asking questions or seeking guidance.
7. Celebrate Milestones
Recognizing and supporting new hires is crucial to their early success. This is why you should celebrate milestones like their first week or month with thoughtful gestures, such as a team lunch or a shoutout during a meeting, to make them feel valued.
Additionally, work with them to set realistic short-term goals for their first 30, 60, and 90 days, helping them track progress and build confidence. Furthermore, regular, constructive feedback on their performance should be provided, highlighting strengths and identifying areas for growth to support their development and integration into the team.
8. Ask New Hires for Feedback
Lastly, regularly seek feedback from new employees throughout the onboarding process. Their insights can reveal how effective your efforts are and highlight any gaps or areas for improvement.
It’s crucial to gather feedback not only during the initial onboarding phase but also a few weeks or months into their employment. Since new hires often receive a lot of information at once, it may take time for them to identify what might be missing.
By continuously refining and enhancing your onboarding process, you can ensure all necessary information is delivered efficiently and effectively. Following these best practices will help set every new hire up for workplace success.
Staffing Support Specialists Can Help with Onboarding Processes
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Let us help you save time, reduce onboarding risks, and build a seamless path to success for your team. Reach out to Staffing Support Specialists today to discover how we can transform your onboarding process!
