5 Simple Steps to Perfect Onboarding
When you take on a new recruit, a smooth and well-planned onboarding process will help them have the best possible start in their new role. If you can spend time getting this process right then you can be sure it will lead to contented and more productive employees; a successful onboarding process has been linked to improved rates of employee retention. It’s an area that should never be overlooked, getting it right can improve productivity and happiness in the workplace. So, you’ve found the perfect candidate, an offer has been made and the start date is in the calendar. Now let’s look at five simple steps to ensure your recruit hits the ground running and you need to consider how these can be done both in the workplace of virtually.
Start with a comprehensive induction
The first thing a new employee will need is to understand the basics of how to function day to day while at work, this should be covered in their induction on day one if possible. This covers everything from recapping on their benefits to where to park their car and how to find their way around the building. If you're the type of organisation that likes to use acronyms, it can be helpful to provide your new employee with a glossary that they can familiarise themselves with or refer to during their early days. It will help them feel less alienated and embarrassed in meetings. You could also provide organisation charts and talk them through the basics of who's who, they are unlikely to be able to take it all in on day one, but a short guide which they can refer back to later on will help them understand where they sit in the organisation.
Help them integrate
As a new employer, it’s your job to make sure that your new recruit understands and can align themselves with your organisation’s values. This means having conversations about the company history and brand, also how performance is measured and how success is celebrated. Also, make sure you have conversations about how growth potential can arise for individuals and departments but be careful to manage their expectations about when progression may be an option, so they don’t start to jump ahead without first having proven their ability for the job in hand. It’s a good idea to include other employees who demonstrate the company values well, as they can share examples of work and help the recruit better understand what your company values mean in everyday situations. Part of the initial integration plan should be to meet with key stakeholders, introduce them by name, job title, and give a quick overview of where they sit in the organisation and why it’s important for them to connect. Virtual platforms have made it much easier to do that now but try to get a good blend of both face to face and virtual.
Determine what excellent looks like to your brand
As part of the recruitment process, it's fair to assume that you’ve employed your new recruit based on their particular experience and qualifications for the role. You shouldn’t assume that just because they have the qualities and experience you desired at the interview stage, they automatically know how to deploy them at your company. Providing a detailed job description and regular coaching in the early months, covering things like understanding responsibilities, accountability and authority levels to undertake certain tasks, need to be clearly set out so everyone knows what’s in their remit and where to go for anything that falls outside their role. For an experienced recruit, there are few things worse than feeling like a beginner again because they do not understand the internal processes of their new employer, determining what you expect and giving a clear list of responsibilities will help them understand where they fit in quicker.
Build a sense of community
We all have social needs, even the most highly qualified executives, and it’s well reported that new employees often feel lonely and alienated when starting a new role. HBR reported if an employee feels lonely, they are more likely to isolate themselves and feel less connected to the organisation. Creating a sense of team community early on is critical to maintaining contented employees and helps new recruits feel more included and it’s easy to do with just a few simple gestures. This has never been more important than it is today, with many remote workers following the Covid-19 pandemic. Schedule weekly or monthly team meetings, but while it’s easy to send out an email with updates, actually sitting face to face either through online video conferencing or in-person can help everyone feel more connected. This is even more important for new recruits who need to establish a sense of belonging. Providing your recruit with ample opportunities to make connections across the office is critical for building their professional network and to understand other roles in the workplace community.
Set short term goals
Employees are more productive when they’re working towards clear objectives. Yet, a huge number of employers forget to set short term goals for new recruits. This seems strange when goals give us motivation and focus. A good starting point would be to set a goal for what you would like achieved in month one, then three, six or nine months starting with objectives you know they can easily meet. Make the recruit schedule meetings with the key stakeholders that will be involved in meeting these short-term objectives, as well as regular coaching with their line manager to help with any questions they might have.
Taking the time to onboard your new recruit no matter what level they are entering your organisation at has enormous benefits. It improves their experience which leads to a happier employee who understands how they fit into the company and improves staff retention. The employee will be more productive as a result because they understand their role and responsibilities, and they’ll know who to go to when they need to discuss something.
In busy high paced environments, it can be easy to overlook the onboarding process but it's important to have a plan before a recruit joins so it can be implemented from day one.
