Onboarding Your New Employees

You’ve recruited & found great candidates, & you’ve interviewed & hired the very best fit for the job. So when your new employee hits your door, I want you to imagine that he’s like a running parked car – it’s fueled up, sitting there just waiting for someone to drive it to a destination by following a roadmap & to make adjustments when it gets off track. Likewise your new employee is ready to roll, but he needs to understand about your company, the vision, performance expectations, & that their leader will guide them & keep them on track.

We all know that it takes time and money to bring a new employee onboard.  You want to ensure that person will stay, and you want them to start being productive as soon as possible. Because you see, employees are most vulnerable to leaving an organization for 18 months after they are hired. Think of the cost to bring that employee onboard & then to train that new hire. And think of the frustration when a new employee leaves company before he’s up to speed.

What can you do to do to ensure this doesn’t happen? Well making a good first impression is crucial because it:

{C}.                     Engages the employee and gets him up to speed more quickly

{C}.                     Gets a new employee to a productive level quickly – where they’re contributing value to the organization

{C}.                     Increases the bottom line, client satisfaction,   and engagement

Traditionally, new employee orientation has consisted of:

{C}                        Review of the employee handbook and the completion of necessary payroll and benefits paperwork.

{C}                        Maybe a quick review of the organization’s structure, mission, and policies

How is “Onboarding” different from orientation? Onboarding is a process that begins the moment an offer is extended & ends when the new employee is classified as a fully functioning employee, so it’s last step of recruitment & the first step towards retention.

In other words “Onboarding” is:

  • The ongoing process of assimilation and integration.
  • A comprehensive strategic approach that starts before orientation and extends well beyond the first few days – it can last from 3 months to two years, depending on the positions.

Make sure you include the following in your Onboarding process:

  • Communication of vision, goals, culture and values
  • Discussion of customers/clients requirements
  • Discussion of the product/service provided and characteristics/benefits of it
  • Discussion of the key business processes, policies and procedures
  • Introductions to critical Internal and external people
  • Discussion and documenting of short and longer-term performance expectations
  • Establishing regular meetings to review progress, job performance and results
  • Establishing a training calendar

As you can see, all of this involves keeping communication channels open – not 1-way communication, but an actual 2-way dialogue.

An onboarding process takes time to plan and implement; however it builds the leader and employee relationship.   New employees who went through a structured on-boarding program were 58 % more likely to be with the organization after three years (Wynnurst Group).   So you can see that it’s worth it!