Onboarding is more than a warm welcome and office overview. It is the groundwork of new employees’ experience and plays a vital role in setting them up for success. Getting familiar with a new work environment and finding one’s place can be difficult. With effective onboarding methods, rest assured new employees can have everything required to excel and effortlessly become apart of the company culture.

Many can agree that effective onboarding can improve employee retention and increase productivity. In this article, we’ll review the steps to effective employee onboarding with practical tips to getting new hires off to a great start.

Pre-boarding (Before Day One)

It’s important to have an extensive onboarding plan prior to when the new hires starts. For the first few weeks, the team should work to prepare for the new team member, making arrangements so they have everything they need by their start date. Pre-boarding can make a poor onboarding experience less likely, reducing turnover.

According to Glassdoor, the average cost of hiring a new worker is $4000, which is a huge investment. A well-organized onboarding can help generate a positive return on investment (ROI) and ensure employees feel good about the company before they even start. This can set a positive tone.

Learning professionals must also clearly define job expectations and goals before the first day. With an onboarding road map, learning and development (L&D) leaders can highlight short- and long-term learning goals for new hires. This can ensure that new hires understand their job description, tasks and objectives. This transparency can minimize anxiety and lay the foundation for success.

Preparations ahead of time can meet the goal of building engagement from day one, making the new employee feel welcomed and valued early on in the process. During pre-boarding, remember to prepare:

• All necessary materials and documents to streamline the onboarding process, such as company policies, employment contracts, incentive packages and other important paperwork.
• New hires’ workspaces with all required office supplies, tech and tools, and access to necessary platforms.

Orientation (Week 1)

Good onboarding begins with a welcome and being introduced to teams. When onboarding new staff you have to make them feel appreciated and part of the team. A warm welcome, a quick introduction to coworkers and a short refreshment of the team’s tasks can create encouragement.

This initial briefing can ensure new additions to the team are comfortable with the work environment, which can allow them to recognize the company culture and support its mission. New employees should also be introduced to company core values, vision, and mission during onboarding. Armed with this knowledge, new team members can feel motivated to assist the company in any way they can from day one.

Even though something as small as an office tour and facilities overview may seem unimportant, it is a practical, yet vital part of orientation. During orientation, take new employees on a tour of the work setting, introduce them to some of the different departments and show them necessary facilities such as restrooms, cafeteria and break rooms to make them feel more comfortable with their surrounding and to take the edge off. Knowing where things are and who to turn to for help can make the transition easy and comfortable.

New Hire Training (Week 1-3)

Learning leaders must implement a structured training program so new employees can quickly familiarize themselves with the work environment. Here are vital aspects that can make the program effective:

• Job-specific training and shadowing: Practical training that is customized to the specific roles of new employees can be beneficial to them. This can involve learning from experienced colleagues; shadowing professionals provide applied knowledge and practical experience.
• Using eLearning platforms and resources: eLearning platform offer flexibility and access to an array of features. Blending eLearning platforms into training programs can allow employees to learn at their own pace.
• Introduction to company systems and tools: New hires must be familiar with company tools and systems assigned to their role, such as databases, software and custom equipment.
• Feedback and check-ins: Checking up on new hires regularly is important for continuous improvement. This can help identify the areas where employees may require extra assistance and ensure they are moving forward as planned.

Mentorship and buddy systems.

Mentorship and buddy systems to effective employee onboarding. They have several benefits:

• Improved confidence and productivity: Mentors or buddies can help new hires with the required work, which can make them productive and confident in their respective roles.

• Allows visualization of roles and values: New employees can identify with company values and what is expected from their specific role with the help of a mentor.

• Creates fulfillment: If new hires have someone that they can count on for help and support when needed, they are more fulfilled in their job.

• Boosts retention: If employees are valued and made to feel part of a team, they can be more likely to remain with the company long-term.

Here are three tips to implementing mentorship programs and buddy systems:

• Regular touchpoints: Set weekly hours of mentors/ buddies with new recruits. Not only would this enable open communication, but it also ensures that new hires are comfortable enough to voice out any issues they may have.

• Feedback: Along with check-ins make sure to have feedback sessions where the mentors and buddies can give positive criticism to the new hires. This feedback must be targeted at providing specifics and actions to take in order for the other person to grow.

• Celebrating progress: Celebrate the achievements of new hires through shout-outs, little rewards or publicly acknowledging their contributions.

Goal setting and performance tracking.

Start with clear, assessable, realistic, relevant and timely goals. To understand their objectives, new hires need to know what is expected of them, and how to align with the company’s vision.

Performance management software uses real-time tracking and feedback as tools to monitor tasks, set goals and provide regular feedback to ensure everything is aligned and everyone is well motivated.

Use performance data from regular progress assessments so you can provide timely feedback and course correction in the time of need, en route to the successful completion of desired objectives. Regular check-ins and flexibility can keep you all on the right path.

Closing

Effective onboarding is the building block for new hires’ success. Pre-boarding, structured training programs, mentorship programs and setting clear goals with continuous feedback can ensure an efficacious process.