First impressions are important. We strive to put our best foot forward during our interviews and certainly try to impress our new employer on the first day. If first impressions are so important, then why don’t we apply this concept to a new hire’s first impression of what it’s like to work for your organization?
We have all experienced some form of onboarding, some good, many not so great. The first day is often associated with being a little stressed, unsure of what to expect, and the dread of boring videos or endless paperwork.
(Source: Society For Human Resources Management).
With the impact of onboarding being so significant to the return on investment per hire, here’s some simple best practices to get you headed in the right direction from the start.
The Week Before
Remember your first day at your current job? Was your computer ready, basic office supplies set up, and were you greeted upon arrival with a warm welcome? If you did, you probably had a positive experience, and are still in that same organization. If you didn’t experience this, think about how it would change your opinion of your employer and how it may have an impact on the sense of belonging and loyalty.
To get this started right, have the basics ready. Business cards should be ordered and ready on the first day. Name plate should be in place if applicable. A cheat sheet of logins and common contacts should be available.
Arrive early to ensure everything is set up and ready to go. Greet the new hire warmly and show him or her around, introducing everyone. Make certain to discuss what is acceptable and is not, such as headphones in the workplace, eating at your desk, cell phone policy, late policy, and more. Try not to make it completely process oriented and keep it conversational and informative (Source: saplinghr).
It might be a good idea depending on the position to assign a primary point person to help out the new hire during the learning process. This encourages the individual that it is alright to ask for help and lessens the fear of being a bother.
By the end of the second week, most people have a feel for whether or not the job is for them. Most employers stop the onboarding process by this time, which is a mistake (Source: HCI). This is actually the perfect time to have an informal meeting regarding the level of hospitality among coworkers, any training he or she may feel would help, and to give feedback on where you see them headed within the position. This is the time to answer any questions that may have come up since the first day.
Preparedness is key in a good onboarding experience. Preparing a plan for new hires ahead of when new hires are needed is a great way to ensure that the onboarding process goes smoothly and increase chances that your new hire will stay long term, bringing more experience to the team.