A quality onboarding process both smooths the way to success for your new hires and helps provide your company with quality workers who are ready to take on a full workload as quickly as possible. Take some time to review your onboarding procedures to avoid confusing first days and get the employer-employee relationship off to a great start. Review the following areas to find ways to improve your process.
Start your onboarding process before new hires begin their first day. Make sure all staff members know about the new worker. Send out an email containing a brief summary of the worker's position and job history, and let your team know that you are looking forward to working with the new team member.
The First Day
Building great relationships is a critical component of the onboarding process. Take the time to personally welcome new employees to your organization. Give them a tour that includes introductions to key players and their immediate co-workers. Then, have certain co-workers take some time to inform each new worker of critical procedures and get them up-to-date on current projects. By sharing the onboarding process, your new employee forms relationships with more people right away.
Be available to answer questions, and regularly check in with your new employees to facilitate communication. Drop by in person a few times a week, and send a quick email to new staff members at the end of the day to let them know you are there for them. As employees start to feel secure in their work and environment, gradually reduce the amount of communication you initiate. Provide all of the resources necessary to ensure your employees' success. This includes an employee handbook plus any instructional materials related to their positions. Provide access to informal resources too, such as information about great places in the area to grab lunch or exercise.
Your onboarding process should also include a written plan for the new employee. In this plan, outline your expectations for the first 90 days. Cover the initial assignments that the employees must complete with corresponding deadlines and required and optional training opportunities. Include information on permanent or fluctuating schedules and progress forms to help employees keep track of their responsibilities as they adjust to their new positions.
A great onboarding process includes a formal process for soliciting employee feedback and making changes. Ask for feedback on a regular basis to ensure important changes are made in a timely matter. The first annual review is a great time to solicit a more comprehensive review of the onboarding process. Ask each employee what he enjoyed and found helpful, and request suggestions for things that need improving.
A solid onboarding process leads to new employees who quickly become comfortable and competent in their positions. Make the process personal, and show all new workers that you care about their success. Keep channels of communication open, invite co-workers to help with the training process and use employee feedback to drive changes for continual improvement.
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