Employee onboarding can be complex, but following best onboarding practices when bringing on new recruits can be more than helpful.
It is indispensable for your business.
An employer never gets a second chance to make a first impression on its new recruits. Investing wisely in employee onboarding practices warrants that organization is committed and prepared for positioning its new hires for success in their job roles.
It is useful to set up new hires to start contributing as soon as possible as no one chooses to feel like they are not getting anything done at work.
5 Best Practices to Improve your Employee Onboarding Program
1. Be Clear
Following onboarding best practices also entails outlining clear expectations and goals for what new hires should be able to achieve at different phases of the process. This includes being well-defined about company policy.
2. Be Organized
Make a plan. There are several organizations out there that do not put much focus on getting ready for a new employee’s first day. This includes setting new hire’s workstation and ensuring all paper works is completed.
3. Verify the Paperwork
One of the essential parts of following the flawless onboarding process is, apparently, complying with the relevant labor laws and employment standards. Before filling double check all the information.
4. Get the Entire Company Involved
To understand the new organizational culture it is imperative to get in touch with the big picture – empowering your team and sharing core values. Help new hire understands how every facet of the business process connects with your organization’s goals and mission.
5. Let your New Employee Shine
Create an engaging onboarding program that supports new hire to contribute right away, instead tossing a ton of information at the wall and expecting some of it sticks.
Employee Onboarding – Checklist
Before the First Day
~ To ensure effective onboarding start by completing the agenda for the 1st week on the job. As a part of the plan, schedule times for the recruit to get acquainted with the leading staff members.
~ Create a contented workstation for the new hire. Stock her or his work desk with all necessary tools required to hit the ground and to run, including – paper, pens, phones, keys, business cards and computer, etc.
~ Make sure email and voice mail accounts are set up before new hire joins.
~ Provide key staff members with new hire’s resume and job description and advise them to follow the meeting format. It will bring more clarity on job role to the new hire as well the key personnel.
~ Finally, make him or her comfortable with streets directions and office culture by communicating about small things like parking, expected arrival time, dress code, lunch or other services.
During the First Week
~ Conduct an office tour on the new hire’s first day. Be sure to include simple, but necessary information such as, where the workstation is located, where to find the mailbox and copier and where the break rooms or restrooms are located.
~ Introduce new employee to other staff members and encourage questions as you go.
~ It is a bad practice to throw a new employee into projects as soon as he or she joins. It is wise to use employee’s first day as an orientation day instead a work day.
~ If possible then encourage team members to take the new hire out for lunch.
~ Plan a meeting with a reporting manager sometime during the first week. It is an excellent opportunity for a manager to explain future expectations, and share their management style.
~ Now, as the first week progresses, have the manager and new employee meet a few more times as necessary to discuss essential workflow.
The First 30-90 Days
~ It is the right phase to invest in new employee training. At this period, you cannot expect some productivity loss but these initial 30 to 90 days of a new employee is crucial as training days.
~ Build prospects for feedback. Encourage new recruits to new ideas and make sure they are free to share their opinions.
~ It has been observed that industry experts that “Job Shadowing” is one of the best ways to train employees. This activity also includes “Cross Training”, where you can place your new employee across every department of your organization will give better comprehension of how your system works.
~ Conduct your First Review. As soon as the new employee completes his or her 90 days on the job, the manager should provide new employee their first evaluation. It is an ideal time to identify the weak links, where a new hire is lacking. Also, it allow you to either understand the potential problem or terminate new hire’s employment agreement before too many resources have been invested.
A final word
Though all of these steps and activities require a substantial investment of resources and time, it is an outlay whose cost-benefit analysis is evident.
Implementing these propositions will increase speed of accomplishment to full performance levels, long-term employee retention and quality of ultimate performance. Effective employee onboarding is a fantastic way to show your employees that you want them to succeed and value their happiness.