1) Have Orientation Programs
With a well-structed onboarding orientation program, employees are 69% more likely to remain at a company for up to 3 years. New employee orientations often touch upon the following topics:
General orientation programs are often conducted by the Human Resource department. However, it is good practice for a hiring manager to set time aside and orient his/her new team member. The hiring manager should discuss the following with the new hire:
It’s best to schedule orientations on the new employees’ first day.
2) Give Proper Introductions
There’s no need to introduce the new hire to every single employee (unless your company consists of less than 30 employees). Identify the key personnel and then make your rounds. Be sure to state each employee’s role and main responsibility when making introductions. It’s important for your new hire to know who they’ll be working closely with.
If you’re working for a large company, you can try creating an email blast to inform employees about the new hire.
3) Outline Responsibilities and Goals
60% of companies do not set concrete goals for new hires! If you’re not setting clear goals, how do you expect them to perform? While you might have stated the responsibilities in the job description, it’s always best to create S.M.A.R.T. goals for all your employees. Set short and long-terms goals that will drive your new hire to perform. For every goal they hit, be sure to acknowledge their achievements.
4) Ready their Work Station
You’ll be surprised at how many companies fail to have their new hire’s workstation ready on their first day. When a new hire arrives to find that everything is all set up, they’ll feel welcome and appreciated. You do not have to go all out, but having the basics ready is enough (computer, desk, chair, etc.).
In the end, providing your new hire with a well-thought-out onboarding will be more beneficial to the company. According to the Society for Human Resource Management (SHRM) Foundation, companies can stand to lose 1-2.5% in revenue from new hires adjusting to a company. Let’s not forget what your company stands to lose from having to start the recruiting process all over again if the new hire resigns within the first few months.
The key to providing a good onboarding experience is having everyone involved. Do not leave it to your Human Resources department. By continuously improving your onboarding, you’ll be able to create better-informed employees and stronger workplace relationships.