Onboarding begins when a job offer is accepted and can last for up to 4 months. The process introduces new hires to their positions, goals, and company information.
Effective onboarding increases employee productivity, morale, and retention. The process communicates new hire expectations and integration into the company. It also helps new employees feel like welcome members of the team. This encourages them to remain with your organization long-term.
Knowing how to maximize the impact of your onboarding process helps achieve these objectives. The following tips can help.
Include These Six Steps When Onboarding Employees for Your Twin Cities Company:
1. Begin Onboarding Before the First Day
Send the new hire a welcome email. Include their start date, the employees involved in the onboarding process, and the primary point of contact.
Encourage the team to connect with the new hire on LinkedIn. This helps the new employee recognize some colleagues when they start work.
A few days before their start date, send the new employee an email with details about their first day. This helps the new hire understand what to expect.
2. Develop an Onboarding Checklist
Create a list of tasks for the new hire’s first 10-120 days. The duration depends on the length of your onboarding process.
Include links to the employee handbook, employee contact information, and other important details. Share the list during orientation so the new hire has help navigating their first few weeks.
3. Create an Internal Knowledge Base
Develop a centralized location to share information about your company culture, history, business processes, and other relevant details. Include how-to guides, video tutorials, frequently asked questions, and related content to help the new employee find the information they need.
4. Detail Professional Development
Let the new hire know about your company’s learning and development opportunities. Include details about meeting with their manager to discuss job-specific training, key performance indicators (KPIs), and a career progression plan. This increases productivity and retention.
5. Encourage Team Member Connections
Encourage the new hire’s teammates to get to know them. This may include scheduling regular check-ins between the new employee and their colleagues. Or, it could involve hosting a virtual lunch hour.
These activities help the new hire feel like an important team member. They also encourage the new employee to remain with your company.
6. Set Up One-on-Ones
Schedule regular meetings with the new hire throughout their first few weeks with your company. Then, after their first month, ask the employee how things have been and whether you can help with anything.
For instance, find out whether the employee had any issues accessing information. Also, talk about their experience with collaboration and team-building events. Additionally, discuss whether the position meets the employee’s expectations and whether they feel comfortable with the workload. Plus, uncover whether there are gaps in the onboarding process or concerns about the workplace.
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