Far more than a “new hire orientation” where new employees are briefed on benefits and sent on their way, an onboarding program is a comprehensive way to get new hires fully immersed and ready to hit the ground running. The process includes simple tasks, but – more importantly – it involves showing your new team member the big picture to expedite broad understanding of high-level strategies, current projects, company culture and share your mission. It also jumpstarts familiarity with the people he or she will be interacting with.
To set the tone for a high level of engagement, it’s critical to get the onboarding process just right. Every step should be met with an easygoing, pleasant, confidence by everyone on the team. To pull this off, you have to be really buttoned up and prepared – which is often especially challenging when you’re just coming off a weeks- or months-long interview process that likely interfered with your own productivity.
That’s why a checklist is key. This list will help get you thinking of everything you should do to facilitate the kind of onboarding that will serve to let your new hire hit the ground running while fostering relationships along the way. It’s also a bit of a self-fulfilling prophesy, too: employees who were onboarded well will pay it forward and do the same for their future hires because they know how well they were set up – and how great it felt. Your company will also build a great reputation for employee engagement, which is never a bad thing.
Employees who were properly onboarded also have a much higher likelihood of staying which keeps your recruiting costs low and seamless productivity high.
Now that we’ve established how important it is to set a great tone right from the start so new hires move through their learning curve as fast as possible, foster healthy relationships, remain happy and stay, let’s look at exactly what to do when: