Effective on-boarding is about creating a strong emotional connection between the employee and employer. To establish a positive, long-term relationship, new employees need to learn about the company’s history and leadership, core values and future direction. During this process, the new employee should have a clear understanding of how the company creates value and differentiates itself from its competitors. Most importantly, new employees should strongly recognize their role in the business and feel that they are going to be a valued member of the team.
SOME TIPS FOR THE HIRING MANAGER
- Engage employees early on in their employment, ideally on or even before their first day .
- phone/computer/training material/business cards/email address should be available immediately.
- Take the person out for lunch the first week to make them feel welcome.
- Appoint a mentor for the 0-180 Day period and collaborate with the HR Department.
- Develop a 90-day start-up and include regular check ins.
- Between day 90 and day 180 – schedule a meeting to discuss general progress and specific challenges and issues if applicable.
SOME TIPS FOR THE HR DEPARTMENT
Collaborate with Hiring Manager to develop a 90-day start-up plan including technical training, policy/procedure orientation, benefit orientation, organization charts, expectations, and performance management process.
WHY SUCCESSFUL ONBOARDING MAKES SENSE
Successful onboarding leads to accelerated productivity, improved retention and deeper bench strength, higher employee satisfaction, and engaged employees who execute the organization’s strategic objectives and deliver results. Hiring new employees is an investment and establishing a formal onboarding process is essential. Whether the company has 100 people or 100,000, the lessons are the same. By coupling necessary skills with an emotional commitment to sustaining the company and its culture, onboarding builds short- and long-term company value.