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By: Matt Crone|May 1, 2017

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Imagine you recently hired a new employee. However, within a few months, this new employee ends up leaving you. There are a wide variety of reasons why they might choose to leave. It’s possible that the problem is they were never properly introduced to the company.

Onboarding is the process of getting new hires familiar with their surroundings; this is a comprehensive process that should begin before the employee starts. Chad Halvorson of When I Work, an employee communication scheduling application, outlines the 12 steps for employee onboarding:

(1) Plan out your new hires agenda ahead of time:

Have an understanding of what the most important aspects of this person job are. This process can include scheduling times for the new hire to meet various coworkers and gain a better understanding of the overall company.

(2) Prepare a work station

An unorganized desk can be a turn off for a new employee. Make sure that the workspace provides a welcoming environment. A well-prepared desk would include any office supplies the new hire would need. It would also include organizational charts, employee handbook and or any other relevant documents the employee would need.

(3) Provide a welcoming gift

Providing a welcoming gift, although a small gesture makes the hire feel welcomed. These items could include materials like pads of branded notebooks, t-shirts or other accessories. This gesture will automatically start the process of building a brand loyalty for the new employee.

(4)  Send out helpful information

This information can include things like dress code, parking, and who to ask for when first arriving. By doing so, you are minimizing the stress of this employee’s first day, as they will be coming in prepared.

(5) Help new hires learn the office

Group of people talking in office

Make sure to give a proper orientation of where everything is in the office. This orientation should include meeting the people whom they will be working with; as well as where the bathrooms are and other facilities.

(6) Set aside time for orientation

Rather than having the employee jump right into working on the first day, take the time for them to meet everyone. Doing so helps them ease in. Have casual conversations with them, bring them to lunch it is a great way for them to know that they matter! Don’t be afraid to try some icebreakers or games to help them get familiar with their new team. 

(7) Plan a Mangers Meeting

During this meeting, the new employee will gain a better understanding of the responsibilities they will have. The manager will tell them about their management style as well future expectations.

(8) Go over policies and protocol

Make sure the new hire is well aware of the various policies and procedures. This process includes everything from contact with the media or resources available for the employee.

(9) Invest in training

Taking time to ensure that the new employee is adequately prepared will be beneficial for productivity in the long run. In the short term, you may be tempted to have the new hire jump into multiple projects. However, if they are not familiar with how your servers work, or individual policies or producers work, that mistake could come back to hurt you or them.

(10) Allow for job shadowing

Picture of man and women in office

To gain a better understanding of the company have your new hire shadow cross departments. This exposure will ultimately make the employee feel more comfortable than if they just shadowed someone in their department.

(11) Encourage Feedback

Feedback is vital! By creating an environment that welcomes open communication, you will foster a stronger relationship between you and your new employee.

(12) Conduct a first performance review

This interview should be within the first 90 days of the new employee’s employment. This performance review will determine the next course of actions you will take with this employee. If they have weaknesses, that can be improved upon, work with them. It is also important to highlight what they are doing well.  At this point, you will make the decision of whether or not to keep them onboard. One doesn’t want to allocate to much time or resources when the employee isn’t performing up to the standards.

In what ways do you, onboard new employees? Do you have any other strategies that we missed?

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