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:
(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
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
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?
Imagine if you will, that it’s 2006 again. The housing bubble has just burst, and the US economy is teetering on the brink of what will end up being the greatest financial crisis since the Great Depression. People are scared for the futures of their companies, and are cutting corners at every possible turn. No one is very eager to spend money on team building.
Ice breakers and puzzle games have their place, but sometimes you just want to get together as a group, and play. Here at TeamBonding, encouraging play is what we’re all about! When you play as a team, you develop and strengthen social bonds, which makes working together a more rewarding experience all around. With this in mind, we’re excited to share a free game for you to play with your team the next time you need to relax and have some fun.
Transitions can be tough and the transition from a fast-paced, fun-filled summer to a slower fall season is no different. Here’s how to help your team embrace this time of change and prepare your company for a successful autumn with some fun team bonding activities.
With Hurricane Florence on the horizon, we’ve outlined 5 steps to keep your employees safe and supported during a natural disaster. In the wake of a crisis, your staff is left dealing with the physical and emotional aftermath into the future. The way you and your team prepare and react to the crisis will have a profound impact on all facets of your business.
In this series of articles, we take five minutes to chat with a member of the TeamBonding team so you can get an idea of the sort of people we are. In this installment, we talk to Wendy, our new Director of Event Operations, about her favorite place in the world and the most important things in life.
In this series of articles, we take five minutes to chat with a member of the TeamBonding team so you can get an idea of the sort of people we are. In this installment, we talk to Cathrine, our new Sr. Events Manager, about her favorite place in the world, music, and her favorite food.
I’m Joyce Ngo – public relations enthusiast, student, and currently TeamBonding marketing intern. This summer as part of my internship I will be focusing on social media and bringing the experience of the events and programs we do to the mass public from my perspective. You’ll get a behind the scenes view of what happens before the event and the preparation that goes into it. I’ll be posting blog posts about my observations and experience at each event. Basically, you’ll get to see what Joyce the Intern sees, no fluff. This time I went to a Team Cuisine event.
I’m Joyce Ngo – public relations enthusiast, student, and currently TeamBonding marketing intern. This summer as part of my internship I will be focusing on social media and bringing the experience of the events and programs we do to the mass public from my perspective. You’ll get a behind the scenes view of what happens before the event and the preparation that goes into it. I’ll be posting blog posts about my observations and experience at each event. Basically, you’ll get to see what Joyce the Intern sees, no fluff. This time I went to a Team Teddy Rescue Bear.
Enter your email and we’ll add you to our newsletter of helpful tips, tricks, and techniques.