Tips for Effective Onboarding
1 in 25 quit their new job as a result of inadequate or nonexistent onboarding. The cost to replace that employee? At least 3x their salary.
Due to the assumption that an interview and subsequent hire is all that needs to be done, businesses don’t pay close – if any – attention to an onboarding strategy. But in reality, adhering to such a practice means that you’re only two-thirds of the way through an effective hiring cycle. The critical final component is to establish a formal onboarding process. What does that entail? Just follow the process below to save time, save money, reduce churn, and create an inviting company culture.
Orientation: First 2 weeks
Make new hires feel welcome. A proper welcome is easy to do and can be accomplished by being prepared for their arrival by greeting them with a welcome packet, an organized workspace, team introductions, and showing them around the office.
Once familiarized with the office, provide a position handbook that contains introduction documents, training timelines, and a general summary of what they should expect to accomplish during their first year on the job. Basically, make sure they have all the information they need to feel comfortable in their workplace.
Education & Training: First 3 months
You need to be hands-on, accessible, and patient. Let them ask questions, making sure to go the extra length to teach and explain. You cannot be too helpful. New employees need to learn, and you need to make sure management is available and willing to help. Fruitful training can be accomplished through extensive shadowing and practice. Through the hands-on, you can guarantee that they ramp up correctly, and with confidence.
Off & Running: 3 + months
Once deemed well-trained and ready to spread their wings, let them show you what they’ve got! During their maiden voyage into the role, providing ample feedback and positive reinforcement is key. Check-in with them daily to answer any questions they may have, as this constant engagement will show the new hire that you are devoted to their success.
Performance Review: After the first year
This review should be informative for both employee and manager. Before the employee evaluation, first ask for their feedback regarding the training process, their role, and the company. Did they have all the resources they needed? Do they feel like the training prepared them to be successful? What are their thoughts about the training process overall?
Once you have listened and taken note of the employee’s feedback, it’s time for their performance review. Let the new hire know where they are excelling as well as where you see room for them to improve. For the areas(s) of improvement, it’s critical to provide detailed feedback so that they can see where they are falling short, learn, and then make adjustments needed to excel. Lastly, always end the review on a positive note, and congratulate on a job well done.
Implementing a thorough onboarding is a great way to say, welcome to the team, we look forward to watching you succeed. If you’re organized, involved and have a procedure in place, it not only shows that you’re devoted, but it creates a sense of camaraderie; establishes a sense of team.