Embarking on a new job is much like navigating through uncharted waters. It’s a mix of excitement and anxiety, of unfamiliar faces and fresh challenges. A sound onboarding process can make all the difference in turning these initial experiences into a positive journey. As per a study by Glassdoor, a strong onboarding process can improve new hire retention by 82% and productivity by over 70%1.
So, how can we create an ideal onboarding experience? Here’s a step-by-step guide to welcoming and integrating new hires in the best possible way.
Pre-Start Communication
Before a new hire’s first day, set the stage for a warm welcome. Send an email outlining their first-day schedule, required documents, and any pre-start tasks. Atlassian, for example, sends new hires a pre-boarding package that includes a welcome letter, an outline of their first week, and even some company swag2.
Day One Orientation
First impressions matter. The first day should be a blend of warmth, information, and engagement. Airbnb offers an exceptional example with their ‘Airbnb Experience,’ where new hires learn about the company’s core values and are given a host of assignments, including booking a trip through the Airbnb platform3.
HR and Administrative Tasks
Address HR paperwork and administrative tasks quickly and efficiently. This includes setting up their email, and IT systems, and explaining benefits and payroll information. Organizations like Adobe leverage digital onboarding portals to simplify this process4.
Overview of Company Culture and Policies
As Tony Hsieh, CEO of Zappos, once said, “Your culture is your brand”5. Immerse new hires in your company’s mission, values, and culture. Discuss key policies and expectations to ensure they understand the organization’s working style.
Job-Specific Training
Training is a cornerstone of onboarding. Depending on their role, new hires might require specific training – software tutorials, sales scripts, or safety procedures. Google’s engineering residency program, a 4-month onboarding program for new engineers, exemplifies this approach6.
Mentor or Buddy Assignment
Having a go-to person can make a world of difference for a new hire. SAP, for instance, assigns each new hire a buddy from their team who can help them acclimate to their new environment7.
Regular Check-Ins
Ongoing communication is crucial. Managers should have regular check-ins to address any concerns and provide feedback. Microsoft uses a ‘New Employee Onboarding (NEO)’ process, where managers have regular check-ins with new hires during their first six months8.
Continuous Onboarding
Remember, onboarding is not a one-off event but a continuous process. As Julie Federman, HR director at Evernote, puts it, “Onboarding is a process, not an event”9. Continue to provide learning opportunities and resources even beyond the first few months.
A thoughtful onboarding experience can be the difference between a new hire feeling lost at sea or skillfully navigating their new role. It is an investment in people that pays off in the form of increased productivity, engagement, and retention. After all, as Richard Branson wisely said, “Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.”
References
1: Glassdoor, 2023
2: Atlassian, 2023
3: Airbnb, 2023
4: Adobe, 2023
5: Hsieh, T. (2010). Delivering Happiness: A Path to Profits, Passion, and Purpose. Business Plus
6: Google, 2023
7: SAP, 2023
8: Microsoft, 2023
9: Federman, J. (2014). Onboarding Isn’t Enough. Harvard Business Review