When it comes to onboarding new employees, every phase of the process is important: From the time they are hired, the days leading up to beginning their new job, through their first few days, weeks, months - and even first year. Well-designed onboarding plans are intended to help familiarize new hires with the overall goals of the company, and support them as they enter into their roles to become productive employees. Ultimately, the payoff is to reduce turnover, increase production, and encourage employees to stay for a long tenure.
Think onboarding starts and ends on the new hire’s first day? Think again.
A successful onboarding process begins as early as the recruitment and hiring processes, and often spans 1-2 years. While this may seem like a lengthy process, Work Institute believes that consistent feedback, communication and performance measurement are essential to determining employee longevity, loyalty, productivity, and overall understanding of the corporate culture and big picture.
Onboarding top talent means following and tracking the employee’s progress for mentoring and development opportunities, and is an ongoing engagement process through the lifecycle of a new employee. Work Institute specializes in capturing and measuring employee development in each phase of the onboarding process.
You invest time, money and effort into recruiting and hiring. Your investment shouldn’t stop when the new hire starts. Think about the importance of employee onboarding in various phases of the process:
Before the first day.
Organizing your onboarding process before your new hire arrives often includes handling paperwork ahead of time, creating a 30-60-90 day plan with the direct supervisor, setting up email and computer accounts, and forming a checklist. Being prepared ahead of your new hire’s arrival conveys commitment, excitement and investment from the company - and relieves some first-day stress for the employee.
The first day on a new job doesn’t have to be filled with anxiety and paperwork. Lay out your expectations from the start, have projects prepared from them to take on, help them identify the resources they’ll need, and impart the company culture. By instilling an onboarding process that ramps up new hires with current ongoings, they’ll be excited and ready to get to work right away.
Throughout the first week, help your new hire build knowledge of internal processes, assign small tasks and provide feedback, and supply resources to aid in the transition. Make sure your new staffer understands how he or she can individually contribute to the company - and how to tackle key objectives.
First 90 Days.
Invest time into training, including cross training in other departments. Build opportunities for feedback, and encourage their feedback on insights. After 90 days on the job, your new hire should be ready for the first review to benchmark his or her progression within the company.
While the complete onboarding process should take up to 1-2 years, investing in a comprehensive approach can shrink the time it takes for a new hire to reach his or her potential.
WORK INSTITUTE CAN HELP
We would love the opportunity to earn your business. Call us now to schedule your free consultation to discuss your employee onboarding challenges.