You’ve made it through the hiring process and found a wonderful new employee. It’ll be smooth sailing from here, right? Well, don’t breathe a sigh of relief just yet. Did you know that 30% of new employees leave in the first 90 days? The last thing you want to do is go back to the start of your recruitment process if a new hire doesn’t stick around.
That’s why it’s so important to onboard effectively. You want to ensure these new hires feel at home, understand the ropes, and start contributing effectively as soon as they can. The secret to achieving that is by setting them up for success right from day one. So, before your new hire shows up at the doors, let’s explore 10 simple yet critical tips that will help boost your onboarding game.
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Start before day one
Why wait until the first day to get started? Many employees are nervous to begin a new job and doing some “pre-boarding” work can help ensure they start strong. Send a welcome email, a fun onboarding kit, or even a quick video from the team to your new hire. This early engagement shows that you’re excited about their arrival and helps them feel like part of the group before they even step foot in the company.
This can also be a good opportunity to share some details about what the first day or week will be like, so the new hire knows what to expect. Consider sending a schedule prior to their start date along with any information it might be helpful for them to have, such as a short history of the company or welcome message from the leadership team.
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Buddy up
Assigning a buddy or mentor can make a world of difference when someone is starting a new role. This person can offer guidance, answer questions, and provide insider tips on the company culture. Plus, it gives the newbie an immediate friend at work, so they don’t feel isolated or alone. Buddies should be peers, rather than managers so that both colleagues can feel comfortable with each other. You’ll also want to pick someone who is a positive role model for the new hire and is excited to share their knowledge.
Read More: What can you do to engage your new hire right from the start?
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Make training engaging
Wait, don’t reach for that dry PowerPoint when your new employee shows up on day one. The first day of a new job can be overwhelming and the odds of your hire retaining all the information you give them are low. That’s why it’s important to breathe some life into your onboarding approach as people are more likely to remember hands-on learning. Can you bring other team members into the process? Can you make learning fun through gamification? If you need to rely on a presentation, can you incorporate videos, testimonials, and stories from peers to make the content more memorable? It might take a little more time, but step back and review your onboarding plan before your new hire arrives to ensure it's as engaging as you can make it.
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Have a clear roadmap
Everyone likes to know where they’re going and what they’re working towards. Have a clear outline of what will be expected of the new hire in the first few weeks. This should include everything from job responsibilities and project timelines to key people they should meet, to any current projects they’ll be ramping up to join. A well-defined plan helps reduce anxiety and sets clear expectations. It also guides the new hire toward what they need to learn and prioritize first as they find their feet.
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Connect culture
Onboarding isn’t just about the job; it’s also about fitting into the company culture. In the early days, you want to make sure your company culture is shining through to your new hire. Organize team lunches, virtual coffee breaks, or after-work socials to bring them into the fold and give them a chance to talk with their peers in a more casual way. Sharing the company’s history, mission, and values through stories can also be a great way to immerse new hires in your culture.
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Schedule regular check-ins
The last thing you want to do is toss your new hire in the deep end and walk away. Make sure you have regular check-ins scheduled throughout the first few months. These meetings provide a platform for new hires to share their experiences, ask questions, and receive feedback. It shows you care about their progress and are there to support them. It also helps you get to know your employee better and monitor their progress. If some aspect of their training needs to be redone, it’s better to know early on so you can provide the right kind of support.
Read More: Give your onboarding approach a more personalized touch with assessments
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Use assessments
Assessments aren’t just useful for finding a great hire, they can help with onboarding too. The McQuaig Word Survey ® provides insight into who your employee is, what their strengths are and where their weaknesses lie. It also gives you insight into how best to manage your new teammate and how they like to learn. Understanding those details can help you better structure your professional relationship and provide support if they need it. It can also open a dialogue about how the new hire and manager can best work together based on their assessment results.
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Introduce work gradually
No one does their best work the first week of a job. It takes time to get up to speed both in terms of the work being done and how the people on a team work together. New hires need a chance to find their groove and figure out how they fit into the greater group. If you drown them in work right from the start, they won’t have time to get that solid foundation in place. This can lead to confusion, stress, and mistakes. Instead, introduce work gradually so the employee has a chance to figure out what they’re doing before you turn up the dial. Expect new hires to be a little slower for a while as they get used to the type of work being done. You’ll also want to consider increasing the difficulty of work tasks as time goes on, so they have an opportunity to build their skills as they accomplish their work.
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Ask for feedback
Feedback can and should work both ways. You’ll want to let your employee know how they’re doing as they move through the onboarding process, but you should also be asking for their insights as well. The most important feedback you’ll receive about your onboarding program comes from the people going through it. If they find they’re still confused at the end of your training, something isn’t clicking with your approach. Canvasing employee feedback also helps your new hire feel more comfortable speaking their opinions and feeling valued when you listen. Use the information you receive to adjust your onboarding so that it will be even better for your next hire.
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Celebrate milestones
Recognition goes a long way toward building confidence and a sense of accomplishment. Whether it’s completing their first project or hitting the 90-day mark at a company, take the time to acknowledge your employee and their achievements. This can be done in a team setting, informally during a one-on-one, or even with some kind of reward. A team lunch at 90 days, for example. The goal is to show your hire that they are valued and doing a good job settling into the team. After all, you hope they’ll be there a long time.
Tying it all together
Onboarding is your chance to make a stellar first impression and set the tone for your new hires’ journey with your company. By shaking things up and incorporating these tips, you’ll create an engaging, supportive, and fun onboarding experience that leaves a lasting impact. The goal of the onboarding phase is to set your new employee up for success and equip them with the tools they’ll need to achieve that. Step back and review your onboarding approach to make sure it’s engaging, structured, and provides peer interaction. People stay where they are happy so show your new hire why you’re the company they’ve been waiting for.