Remember how you felt going to work on the first day of your new job – Excited, Eager and Ready to get started, right?
It is the responsibility of the HR, IT and Facilities team to make sure everything is ready – right from the work station, ID cards, network access and more. To get all these, there are usually a lot of backend processes that take place. This often causes the unnecessary delay and interferes with the productivity of the teams involved.
It is time to hit refresh on these Onboarding Trends!
Onboarding is the integration process used to ensure a smooth transition of new employees into their roles and the organization. It is more than just providing new employee orientation.
It’s the role of onboarding to help new employees welcome and get them prepared for their jobs, and to successfully contribute to organization’s mission, vision and values.
Here are 3 Employee Onboarding rules essential to the immigration and smooth transition of employees into their roles and to the organization;
- Have a plan and follow it
- Commit to 365 days
- Checklist – Build great resources
Let’s take a look at each rule in more detail and explore some tips and tricks for each.
1. Have a Plan and follow it:
Organizations must invest the time, energy and resources necessary to create an Onboarding experience.
Create a plan using the Three C’s of Onboarding:
- Clarify policy, expectations and how the employee’s work adds value to the organization.
- Help employees navigate culture, providing a sense of values, norms and unique language
- Make connections by fostering interpersonal and organizational relationships for the new employee.
This strategic approach requires HR professionals to deliver onboarding experience and support managers in doing the same.
2. Commit to 365 days
Onboarding is so much more than a day one orientation session.
Understanding in organization is associated with the employee commitment, satisfaction and engagement.
So use milestones such as 30,60,90 and 120 days on the job, and up to one year from day one to facilitate experiences and check in with your employee.
Onboarding best practices:
- Have everything ready.
- Make the first day on the job special
- Use a formal new employee orientation session
- Develop a written onboarding plan
- Consistently implement
Be crystal clear about objectives, roles and responsibilities.
3. Checklist– Build great resources
A checklist provides the road-map for the onboarding journey. HR professionals must provide for the understanding and support of the new employee and the manager.
It helps in ensuring consistent onboarding experiences.
Let’s take a look at 3 critical areas to cover in your onboarding checklist:
Before arrival of the new employee (Pre-boarding):
- Have all paperwork ready
- Have an on-the-job training and work plan ready
- Have the employees workstation ready and waiting to hit the ground running
- Create a what-you-need-to-know list – (tools used for the job, programs used to communicate with the teams, etc.
Day One for the new employee:
- Let them in on what’s going in the organization
- Lay out your expectations
- Impart your company culture
- Have projects or training programs, ready for them to work on.
- Remember to have someone they can go to with questions.
First whole year of the new employee
- Help them build a foundation in the organization
- Socially integrate into the team and the organization
- Build engagement and commitment through intentional experiences that meet their needs
- Conclude by recognizing their year one milestone
Follow these 3 simple rules of onboarding to create experiences that integrate and build connections between employees work and the organization’s mission
Joining a new company for hopefully be a long-term and mutually beneficial partnership is a critical first step in your employee’s career with your organization. Plan it with care so it’s a smooth and comfortable experience and watch -you, your employee and your company flourish!
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