Employee Onboarding Success

Do you remember your first day of school?

Standing at the bus stop, lunch box in hand, waving your mother good-bye, and your heart beating faster than ever.
Starting at a new job can feel the same way.
We’ve all been there—dressed in your finest business attire with butterflies in your stomach as you enter through the doors of a brand new job.

That’s why investing in a welcoming and structured onboarding process will help reduce turnover and increase new-hire effectiveness. An effective onboarding process isn’t just a routine checklist; it should be a
comprehensive process that makes the new employee feel comfortable and acquainted.

When a new-hire anxiously walks in the door, they need an extra boost of confidence—and a structured, friendly introduction will help.

A successful onboard leads to a successful organization! Here are five factors your onboarding process should have:
  • 1

    Team Involvement

    Onboarding a new employee should involve the entire team. It’s not just the HR department or the hiring manager’s concern, but all team members should be involved in welcoming new hires. Taking new employees to lunch or assigning a mentor will help build relationships and show the newbie that the company values them.

  • 2

    Consistent Process

    Whether you’re onboarding a new secretary, associate, or top manager, the process needs to be consistent for all employees, and reflect the company values. A set structure helps the employee, as well as the team and administration. Remember, it’s all about making the transition as smooth as possible.

  • 3

    Have Everything Ready

    In addition to structure, make sure that everything—from the desk, office supplies, security badges, computer passwords, phone numbers, and access keys—are prepared for the new hire. You want them to feel at home!

  • 4

    Information

    The most important part of the onboarding process is making sure the new employee has access to all the information they need to succeed in their position and become familiar with the company. It’s a good idea to set up meetings with subject-matter experts so the new employee can grasp the organization’s goals, policies and practices.

  • 5

    Checkups

    The onboarding process doesn’t stop after the first day, or the first week. It’s important to have regular “check-ups” with your new employee, ensuring they are comfortable and offering them the support they need to be successful.

At the end of the day, the onboarding process is the employee’s first impression of the company culture, and it should introduce the organization values. Now that you have a successful onboarding process in place, it’s time to focus on training and developing these new employees to succeed!

What Do You Think?

Do you like this approach? When you try some of these, let me know how they work for you!

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