Onboarding: Start off on the right foot

An effective onboarding experience can retain 69% of your workforce for three years.

When it comes to an employment relationship, getting off to a good start really counts.

But making sure the welcome mat is effective isn’t always easy. Did you know the average new hire is expected to complete 54 activities as part of the onboarding process?

It’s no wonder that onboarding can feel overwhelming, for employees and employers alike.

Developing your onboarding process can be critical to the success of your organisation and talent strategy. So what should you do? Follow these steps. 

Welcome

Before your new employee’s first day, take the opportunity to welcome them to your team. This could be a simple email or a phone call or perhaps a coffee meeting. 

This can help you create a positive employee experience from the outset, showing new employees that they are valued members of your team. 

A welcome pack in the mail also allows you to provide your new hire with the things they’ll need to get started on the job, while connecting them to the team before day one rolls around.

Gift with purpose

In a 2021-2022 survey, 30% of respondents said that they received a gift from their employer at least once a year. 

While we’re not suggesting leaders must do this, a purposeful one-off welcome gift could actually be a wise investment. Employers who start the onboarding process with a gift that links to organisation culture create a foundation for a growing professional relationship. 

When you welcome a new employee with a gift that aligns with your values, vision and people, you can set a precedent for who you are as an organisation and who your new hire will be as part of your team.

Offer clarity

Have you ever felt confused or overwhelmed in a new role or professional environment? Chances are that your new hire feels the same! That’s why clarity matters.

Before your newest employee joins your team, provide them with the information they need to effectively plan ahead. Offer a clear understanding of what the first week or fortnight at your organisation will look like, from training and setup to stakeholder meetings and more.

When you are clear and comprehensive in your planning and communications, you can help your new hire feel confident in the onboarding process. You’ll give them the ability to calmly and smoothly join a team at their optimal productivity level.

Start with tech

We live and work in a digital world. Now more than ever, tech setup is critical to getting started in a new role. Your team’s IT expert should be your new hire’s first point of contact.

Before you start asking your new employee to take part in team discussions or undertake new projects, you need to ensure they have access to the tools required for success. Ensure that all software and applications are working, and get your new team member set up on email and calendar systems. 

Tech can be difficult to navigate in a new organisation, even for the most tech-savvy employees. Allow time in your onboarding schedule for your new hire to learn the ropes. Make sure that you have people on hand to help if software goes awry.

Implement a buddy system

Whether your team is remote or working in person, a buddy system can be incredibly helpful in supporting your new team member’s transition to your organisation.

A buddy who knows how you work and understands your new hire’s role well can help to resolve teething problems quickly. By assigning a buddy for your new employee, you can provide a bright light in the dark, someone who can show the newcomer the way.

Implementing a buddy system can even be a timer saver! Your new hire will know where to turn if they need help, and they’ll be able to rely on peer support instead of needing to approach the team leader for minor issues.

Ask for feedback

Research shows that 88% of organisations don’t do onboarding well. You need to ask for feedback that helps you ensure your organisation isn’t one of them.

The best approach is to schedule onboarding discussions at 1-month, 3-month and 5-month intervals diarised from your new hire’s first day at work. This is a chance to ask questions about your employee experience, work culture and onboarding process.

Onboarding discussions can also help you develop your talent strategy further. They can provide you with the knowledge you need to effectively retain, engage and attract talent going forward.

Looking for great new talent?

Need help to review and improve your onboarding process? Contact the Heart Talent team today.