Employees are the moving gears behind a business. For this reason, employers must be sensitive on how they treat and engage their workforce. And it starts from the very beginning, an employee’s first day at work. A new hire’s first day is important because it is the day that they get a real first impression of what your company is like and is critical to setting them up for future success. Why is proper onboarding so important? Because a new employee can take up to two full years to reach the same level of productivity as an existing staff member. Avoid waiting two years for a new hire to reach the same level of productivity as an existing staff member by getting them up to speed faster. Below are a few tips to effectively onboard new hires:
Clearly Define Your Onboarding Goals
It is vital that new employees have a clear understanding of their specific goals and objectives at your company. Recruiting new employees without clearly spelling to them what is required will only lead to confusion and lower productivity. When onboarding new hires, be very clear about your onboarding goals and expectations. Strategize on how you can build transparency in your workplace and onboarding programs.
A fun and easy way to get a new employee up to speed and on target with their onboarding goals is by pairing him or her with a mentor within the organization. This will help them stay engaged in all activities that take place and have someone to turn to when they have questions. It not only helps both parties build a work relationship with another, but adds to a more engaging work culture. Choosing a mentor who is well versed in the same career path or team projects would be an effective way for employees to collaborate closer together early on. New employees and their mentor may meet once or twice a week to discuss the new hire’s progress and how they are adjusting to the new job.
Foster Strong Employee Relationships
How an employee engages and interacts with rest of the team is very crucial. As part of the Human Resources department, you have a role to play in helping to foster strong relationships amongst coworkers. Interworking relationships is a huge part of work culture and leadership’s relationship with employees in particular has a strong impact. Leaders need to lead by example and have the responsibility to live out the company’s values daily and communicate with those around them. When employees and leadership develop a strong relationship, new hires gain an instant new sense of teamwork and employee alignment.
When new employees feel free and comfortable to reach out to co-workers because of the healthy professional relationships presented, especially for the first few weeks, the learning process becomes easier for them to adapt to their new surroundings and team members.
Promote Your HR Programs
New employees should be quickly introduced to your HR programs and HR tech platforms. For example, if your company has an employee recognition and rewards program, make sure new hires are aware of it and know how to use it as soon as they start. Employee recognition programs connects employees and allows them to recognize each other for hard work. Programs like this not only provide something fun for new hires to become accustomed to but also instantly immerses them into the company culture and fosters a positive work environment. Receiving public recognition on a digital, easy-to-access HR tech platform boosts employee happiness and gives employees insight on what others are working on and accomplishing.
It’s HR’s job to not only implement HR tech platforms and programs correctly but also keep promoting them to new hires and existing employees so there is optimal use and employee engagement.
Ask for Feedback
Employees want to feel like they can be honest and heard at their company. Asking for continuous feedback and reviews are a great way to have healthy and honest conversations on how to improve the employee experience, especially the onboarding process. What better way to discover how to improve the onboarding process than by asking new hires about their experience?
Employees must be given the opportunity to participate in well-constructed outcome based reviews. This can be achieved by developing structured reviews that may include specific ratings, rankings, and written reviews on a mandated frequency. Employee surveys are also a great way to give new employees the opportunity to provide honest feedback about their overall experience and onboarding process. Through real-time feedback and pulse surveys, management is able to make the necessary adjustments and assessments for company initiatives. Getting employee feedback provides HR the insight they need to improve the onboarding process.
Provide the Right Material
New hires should not be left on their own. They should be supported from day one to ensure they feel comfortable in their work environment. Be prepared and stock their working stations with easy-to-digest guideline materials and resources so that they know where to go when they have questions. This includes contact sheets, company guidelines, access information, portal details, time-saving tools, and other onboarding material. New hires should be provided with public administration forms regarding their benefits, taxes, and direct deposits as early as day one. The more useful information, the better. And don’t limit yourself to sharing just health benefits and 401k details, add some fun collateral that represents your company culture and engages employees to want to learn more.
Companies need to invest wisely when it comes to their employees and it starts with putting attention on the onboarding process. The onboarding process is critical when it comes to setting employee up for success. When employees are set up for success, they become more engaged, satisfied, and productive. Don’t fall short with your onboarding initiatives and make sure you get your new hires up to speed quick.
To learn more about how you can enhance the employee experience through a culture of recognition, download this eBook.
About the Author
Addison Jenning is an HR manager and a passionate writer who recruits, motivates and contributes to the development of employees. She oversees the effective and successful execution of the company’s internal strategy. Addison runs Job Descriptions Wiki and she can also be found on Twitter.