A New Look at Onboarding New Employees

An employees’ association with an organization begins during the hiring process but also continues through their first year on the job! An often overlooked and missed opportunity to gain good will and loyalty is how you handle a new employees’ onboarding. This usually refers to the time period between an accepted job offer and the employees’ first 90/120 days on the job. Here are some quick tips on how you can turn onboarding into employee retention, loyalty and engagement:

 

  1. Encourage the new employee to take a vacation BEFORE they start their new job.
  2. About a month from their start date, send a “welcome basket” with a personal note from the company head and the employees’ new boss. The basket could contain company clothing (hat/shirt), recent annual report, coffee cup, pens, calendar or notebook.
  3. Two weeks before their start date, send home all of the forms they will need to complete to receive a paycheck and benefits. Include a self-addressed, stamped envelope to return the signed forms in, prior to their first day on the job.
  4. One week before their start date, ensure that their desk/office has all of the equipment (PC, telephone, mobile device) and supplies they will need to perform their job. Assign and test their new email address so it is ready to use day one.
  5. On their first day at work, have their manager personally greet them and take them on a tour of the facilities. Orient them to key resources (HR, IT Help Desk) and perks (onsite cafeteria, gym, vending machines).
  6. First two days, have 30-minute meetings (pre-scheduled) with colleagues in their department to become socialized and oriented to their work group.
  7. First week, pre-schedule short meetings with their key colleagues or counterparts in other functional groups – usually groups that will continually interface with their functional team.
  8. If there is a formal orientation class offered by your company plan on having the new employee attend in week two – giving them some time to acclimate.
  9. Within the first two weeks, the manager formally reviews their job role and responsibilities, departmental/company wide goals, and their performance goals. Also sets up a regular schedule for job training (as needed) and 1:1 meetings to discuss progress and provide feedback.
  10. Throughout the first 90 days on the job, the manager provides opportunities for the new employee to meet senior leaders in the organization, attend cross-functional team meetings, and interact with all key departments.

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