Onboarding, or new hire orientation, helps your employees start off on the right foot and gives them the tools they need to be successful.
Too often, new employees are given a mountain of paperwork and shown their workstation and the restrooms, then let loose. This can lead to poorer performance, unhappy employees, and higher employee turnover. When employees receive poor or no on-the-job training, 40% of salaried employees leave the job within the first year and 50% of hourly employees leave within the first four months.
By investing time and energy into your employees’ training during their first months, you’ll have loyal, reliable, and productive employees.
Onboarding can be boring and monotonous, so try to create an onboarding program that’s exciting. Your new employees will be engaged and excited about their new job.
You can send paperwork in advance so that they aren’t spending their entire first day filling out paperwork. If you create a standardized onboarding system online, you can send a link to get started. You can also include the handbook online for the new employee to begin to look over and come prepared with any questions. This will help your new employee feel like they’re already part of the team.
Before they start their first day, create an agenda for their first week. This will take some of the pressure off you because everything is already planned.
You can also go ahead and set up their workstation. Place any branded materials you would like them to have (like a company t-shirt or pen) and their uniform or nametag at their workstation already. They’ll be ready to go on their first day and already feel like part of the team.
Do everything you can to relieve your new employee of the first day jitters – let them know the dress code and parking rules in advance. Let your other employees know a little about the new employee – a short bio and what role they’ll undertake. Everyone will be excited to meet the new employee as soon as they arrive.
During your new employee’s first week, try to make onboarding as simple and interesting as possible. Begin their first day by giving them a tour and introducing them to other employees along the way.
Make sure they understand your company’s culture from the beginning, and let them hear it from other employees. They’ll be less intimidated by their peers and more likely to ask questions.
Set aside time for them to finish any paperwork and discuss the handbook. You can also use this time to discuss their responsibilities, your company history, and any important processes, like email and phone protocols.
You should also set aside time for the new employee the meet with their immediate supervisor. This gives the supervisor and employee a chance to discuss job expectations, short-term and long-term goals, and future opportunities. Employees are more likely to stick around if they know they have growth opportunities within your company.
First 90 Days
Onboarding a new employee shouldn’t be over after a couple of days or weeks. Make sure to invest time in your new employee during their first 90 days. This will help them learn all the ins and outs of your company.
You can have the employee shadow other employees to give them a chance to learn every aspect of your business, and encourage the new employee to ask questions and share their ideas – they’re a fresh pair of eyes.
At the end of their first 90 days, conduct their first performance review. This gives you a chance to nip any problems in the bud and celebrate their strengths. It also gives the employee an opportunity to discuss their concerns or questions.