Successful business is built off first impressions. From interviewing to securing appointments to closing deals, making a good first impression is essential to the growth and prosperity of your business. Imagine you’ve just hired a promising new employee. Throughout the recruiting and hiring process he obviously made a good impression on you, and now it’s your turn to make a good impression on him. This positive first impression is critical to your new hire’s success at your company, and begins with successful onboarding.
According to a study done by SHRM, half of all hourly workers leave new jobs within the first 120 days. This high turnover rate is costly on many levels, from losing valuable time and resources to damaging employee morale and productivity, and is greatly the result of inefficient or insufficient onboarding practices. Improving your onboarding process can increase your employee satisfaction and decrease turnover. The following four onboarding suggestions presented in a recent article by Entrepreneur can help make the onboarding process smooth and successful for you and your new hires:
Give your new hires the tools they need for success.
It’s impossible for your new hires to succeed without the correct tools. In a study by Tiny Pulse, 24% of employees surveyed said they were less productive at work because they lacked the necessary tools. Neglecting to give your employees the tools they need to succeed will impede their progress and the progress of your organization as a whole. Provide your new hire with the essentials to perform his or her work, such as a copy of the employee handbook and whatever tools they might need on the job. Make sure your new hire receives all the training, support, and mentoring they need to become comfortable and confident in their new role. You and your management team are also an important tool for your employees’ success. Be supportive and accessible and make sure your new hires know where to turn if they have questions or concerns.
Help your new hires define their goals.
Clearly defined goals can give a new employee purpose and help them find their place within your organization. Be sure to dedicate the appropriate time to helping your new hire understand your expectations and set appropriate goals. Discuss specific milestones together. Clearly define what they should accomplish and set dates for completion. Without clearly defined goals and milestones, it’s difficult for both employee and employer to know when they’re on the right track and when they might need a little extra guidance. When your new hire meets a goal or reaches a predetermined milestone, make sure to recognize them for their progress. A little bit of positive reinforcement can go a long way.
Help new hires understand the organization.
An important part of onboarding is helping your new hires understand the ins and outs of your organization, as they’re probably familiar with only the basics. Give them a brief history lesson, including when and why your company was founded and how it’s grown to where it is today. Explain what your organization stands for and help them find their place within the company culture. If your new hires understand what it is that makes your organization so great, they’ll be more excited to become a part of it.
Help new hires become part of the team.
According to a 2015 study by Virgin Pulse, 40% of employees report that their colleagues are the most important and valuable aspect of their experience with their company, and 66% report that their coworkers help them be more productive. Take all the necessary steps to help your new hire not only be on the team but really become a part of the team as soon as possible. You want your new hires on the field engaged in the game from the get go, not watching from the sidelines. Advise your employees beforehand that your new hire will be arriving and encourage them to help him or her feel welcome. Make sure to introduce your new hire to everyone they’ll be working with. Consider assigning your new hire a fellow employee as a mentor to help them integrate more quickly. Incorporate team building, such as employee lunches, to help your new hire feel a part of the team. Do all you can to help your new hire build connections with their colleagues and become a part of the company team.
Do you have questions about how to apply these onboarding principles in your organization or are you concerned about an area of weakness in your onboarding process? Contact one of our expert HR representatives at (888) 819-5952 and we’ll help you get on the road to smarter HR.
