Follow our tips to provide a streamlined and stress-free onboarding experience for your new hires.
Onboarding enables you to make your new employees feel valued and motivated as they settle into their new job. Effective onboarding can positively impact work satisfaction and increase employee retention - a study conducted by the Brandon Hall Group found that hire retention and productivity are improved by 82% and 70% respectively when organisations have a strong onboarding process in place, so it pays to invest in yours.
Employee onboarding is the process of integrating new employees into a company. New hires are welcomed into to the workplace and company culture, and provided with the training and resources to excel in their role. Unlike orientations or induction days, onboarding is an ongoing process that begins during the recruitment process and can continue throughout the employee’s first year.
As part of the hiring process, onboarding can often get overlooked, with the focus – and budget -geared towards finding and recruiting new employees. But a poorly inducted employee is a risk to your business – they are less likely to know what they’re doing, meaning productivity can be lower and mistakes more likely. Employers that develop a strong and consistent onboarding program show they are invested in their employees and care about their development. Here’s what effective onboarding can do for you and your team:
Follow our tips to provide a streamlined and stress-free onboarding experience for your new hires – they’ll thank you for it!
Don’t skip pre-boarding.
For new employees, there’s a lot of excitement and anticipation in the phase between their offer acceptance and start date. You can leverage this feel-good atmosphere by ‘pre-boarding’ employees to set the tone for their upcoming induction. Aside from sending an email with a warm welcome from the company, why not schedule a social so they can get to know their colleagues in a casual setting?
Make an announcement.
You’ve just hired a fantastic new person for your team – don’t keep it to yourself! Let your team know, by including a little information about who they are, why the person was hired and what role they are taking on.
Create an induction plan.
Set up a timetable for the new employee’s first month, with the essentials prioritised.
Provide background information.
Once your new hire starts, give them a comprehensive introduction to the company and the department they are joining. Communicate the company’s mission and vision, share information about the workplace culture, key stakeholders, and your business strategy. This is your chance to get the employee aligned with your objectives and keep them excited about joining your company.
Share benefits information.
Inform new hires about important information such as compensation plans, rewards, company pension and other benefits. It’s a good idea to communicate any specific policies related to benefits, such as whether employees need to have completed their probation period before being eligible to access their benefits.
Communicate key policies and procedures.
Do you offer flexible working, or an early finish on Fridays? Along with your policies such as health and safety, ensure new recruits are clear on your ways of working and any procedures they’ll need to follow. Share a copy of the company handbook so they have the information they’ll need.
Clarify roles and expectations.
Discuss the goals of the company and how new team members can align their own personal goals with these. Clarify expectations of performance and behaviour, and link this back to your core values – such as the importance of having a customer-first mindset, or making decisions together as a team.
Sweat the small stuff.
Don't overlook the impact of not explaining the small details to your new recruits. What number do they need to dial an outside line? When are lunch breaks taken? Where are the toilets? Little things like this can create anxiety and frustration for a new employee trying to make a great start in their new role.
Prepare a workspace for new employees.
It’s natural for employees to feel nervous on their first day, so having a well-prepared workspace for them can help put them at ease. Set up their computer, telephone and email in advance, and show them how it all works.
Follow a training plan.
Involve new employees in actual work as soon as possible, with appropriate supervision. Show new hires that you have confidence in their skills and capabilities by easing them into the work process on their first day, and use this also as an opportunity to identify their development areas. Shadowing colleagues is a good way to start, so that your new hire sees the tasks they’ll be taking on and can ask any questions.
Track their progress.
Hold informal progress reviews or one-to-ones to check on their development and discuss any training needs. For their first week, you may want to have a daily check-in, following by a weekly one-to-one throughout the first month. Encourage new hires to share any queries and concerns with you.
Make it fun.
When onboarding new team members, let them know how they can get involved in life outside of the office and how you have fun at work, all of which helps to build a great team.
Onboarding is an essential part of introducing employees to your business, improving employee satisfaction and delivering on the promises made during the recruitment process. Did your company offer a friendly and dynamic workplace culture? If so, this should be evident in how you welcome new hires into your business. Was your industry-leading training highlighted as a key differentiator from other employers? If so, a comprehensive training
plan should be a key part of your onboarding process.
Keep your onboarding process consistent so that each new employee has a great induction experience. Ask for feedback from employees about what they valued most and how you could make improvements for future hires. Don’t overlook essentials such as thorough introductions to the wider team, clear and accessible information about rewards and benefits, and a well-structured induction timetable.