Starting Off on the Right Foot
Starting a new job can be exciting. The prospect of meeting new people. The idea of getting to have an impact on an organization and making your mark. The shiny new office and laptop. Starting a new job can also be nerve-wracking. What if my new co-workers don’t like me? What if it’s not the right fit? What if I don’t get along with my new boss? What if…
A company can take a lot of the stress and worry away with the right onboarding program and increase employee engagement and retention. Nobody wants to spend a lot of time interviewing and hiring just for the new relationship to fail. According to SHRM (Society of Human Resource Management), a great onboarding experience ensures 69% of employees stick with the company for three years or longer. Increase the odds that an employee will stick around by reviewing your onboarding processes and asking the following questions:
Is it welcoming and brings the new employee into the fold?
Does it introduce the new employee to the leaders in the company, their team, and the company’s values?
Does it incorporate a detailed training plan?
Does it set the tone for the rest of the employee’s tenure with the company?
Does it outline clear expectations for the job?
How did you do answering the questions?
Once a job offer is accepted, the onboarding begins. It’s important to communicate with the new employee between the time they accept the offer and their first day. They may be working through a notice period or they may want to take some time off so they’re refreshed when they start a new job. Whatever they’re doing during the time they accept the job offer and the time they begin, communication is crucial. Communicate who they should report to on their first day. Communicate what their first week will look like. When I started a new job, I was always afraid to ask about lunch on the first day. Food is important to me, but I never wanted to presume that I’d go to lunch with my team. I always wondered if my clothing was appropriate. Send them an itinerary ahead of time so they can ask questions and be prepared.
Onboarding can be a detailed process that sets clear expectations for the employee working with the company. Or it can also be a process that’s thrown together haphazardly and makes the employee feel like they’re an afterthought. When creating your onboarding program, look at the first two weeks of a new employee lifecycle. Introduce the employee to the leaders in the company. Take them on a tour of the workplace and point out important spots like the bathroom and where they can refill their water bottle. Invite them to lunch with their new team members the first week. Schedule a manager 1:1 at the end of the first day, the first week, and the first month. Action any feedback from the 1:1 immediately to address concerns. Pair the new employee with a mentor or tenured employee who can show them the ropes.
Train the new employee in their job. They may have years of experience in their field, but they don’t have years of experience with your company. Every company is run differently. Your company has different expectations of what you want from your employees. You probably run on different systems with different technology. Your processes are different. Take the time to train your employee on the ins and outs of your company and the way you do things.
Compensation and benefits are important to employees. You may have explained them during the interview process, but now that the stress of the interview process is over, meet with the employee to go through their compensation structure and benefit plan thoroughly. Send them any information you have so they can review the information and ask questions. It’s good to have the information before the enrollment period to be able to make better decisions.
Clearly communicating with new employees and setting expectations go a long way to build trust and confidence. Welcoming the new team member to the organization sets the tone they will carry with them through their career. Giving them feedback lets them know they’re on the right track. By doing these things, you can set the new employee at ease and you’ll increase employee retention and create a stronger organization.
