7 ONBOARDING TIPS – EMBRACE THE VALUE OF NEW EMPLOYEES

You’ve just hired your next star employee. They’re excited about joining the team, full of enthusiasm and committed to achieving great things for your business. You’re both looking forward to a successful and collaborative business relationship.

If you’re able to embrace and harness this wonderful energy and optimism, you’re on your way to achieving a more dedicated and productive new employee.

The honeymoon period shouldn’t be over in the first 12 weeks. Statistics show that a whopping 10 to 25% of new employees leave their new job within the first 6 months in Australia and up to 33% in America.

Consider these simple steps to help create a positive experience and successful ‘first impression’ of your Brand and avoid demotivating your new employee during the first 6 months.

You have invested valuable time and money to find and recruit your new employee. The onboarding process will help both parties get off to a good start, creating a more successful and solid partnership from day one and beyond the probationary period.

Getting the onboarding process right is not just about creating a good impression of your business and team but also about limiting your business exposure to financial and competitive risk.

Here are 7 useful tips to create a solid working foundation and ensure your new employee feels valued;

• Regular Contact Strengthens Relationships 

The onboarding process starts from the moment the new employee formally accepts the new job offer. It’s important to keep in touch with your new employee on a weekly basis to ensure any counter offers or hurdles are avoided and managed successfully prior to starting their new role.

• Pre Start Date Information

Don’t assume your new employee knows what to expect on their first day. A brief phone call or email explaining where to park, what documents to bring, start time and who to ask for when they arrive on day 1 helps create a welcoming start and contributes towards building a strong relationship.

• Introduction to Team Members

During the first week, it’s helpful to grab lunch or coffee with the new employee and/or introduce them to team members in a less formal setting. A warm welcome helps reduce the nervous tension that comes with starting a new role.

• Show Me a Buddy  

Managers don’t always have enough time to thoroughly induct or onboard employees, so share the load by providing your new employee with a buddy. An existing team member who can answer queries and help them find information. Understanding the business and culture can transform the onboarding experience into a positive and more seamless process.

• Ask for Feedback

Asking for regular feedback can increase your new employee’s motivation dramatically.  During the first 4 to 12 weeks, gain feedback about how they are settling in, their observations, thoughts and suggestions. Make time to listen. It speaks volumes about how much you value having them in the team. Plus it’s helpful for business leaders to gain fresh insights and ideas from someone who has just joined the team.

• Clarify Expectations and Training

The first week with your new employee is a good time to clarify expectations, responsibilities, goals and targets to make sure everyone is on the same page. Outline the training and development plan for the first 3 months.

•  ‘Onboarding/Tools’ Checklist 

Its sounds odd, but we hear stories about new starters not having a desk or waiting weeks for their PC. The little things matter. Having all the necessary tools etc. ready to go will help build a more trusting relationship with your new employee.

Prepare an ‘Onboarding/Tools’ Checklist to ensure all the necessary documents and tools have been completed and provided to your new team member. This will avoid wasting valuable time, money and demotivating your new team members by ensuring they’re not waiting for a computer, login details, payroll forms, building access, security cards etc.