In this previous blog https://l6j.72f.myftpupload.com/2021/10/effective-onboarding-to-eliminate-throwing-a-new-employee-overboard/ I looked at why you need to have an effective onboarding program in place. In a nutshell, it minimizes the risk of needing to talk to me and that can’t be a bad thing.
So let’s look at what goes in to an effective onboarding program. If you have concerns about your onboarding program or if you need to implement one then go here https://l6j.72f.myftpupload.com/ and see what we do for our clients and request two onboarding templates that we have developed, one for the line manager and one for HR to support the manager in their efforts.
- I’m a strong advocate of pre-boarding a new employee. From the time that they had in their last job working out their notice to day one with you, they are in limbo. It’s a wonderful opportunity to start engaging and motivating them as well as increase the effectiveness of actual onboarding.
- There is an obvious need to acquaint your new employee with the new environment and processes which of course includes their email address, productivity apps etc.
- And of course all of the documentation on policies, procedures, discipline, non competes, non-disclosures. And that list goes on!
- Getting to know you. Beyond the need for the new employee to meet with key contacts in order to enhance their productivity it also helps to give them a greater sense of belonging at the outset as they are getting acquainted. There’s a lot to be said for setting up the new email address during pre-boarding so that their calendar can be populated in the week or two leading up to the start date with meet and greets.
- Putting the “human” into “human resources”. Whether it be a mentor or a “buddy” the benefits to having that new employee interact with other humans who are interested in them are massive. I once heard of a company who had a “buddy” type system in place of rHR related issues, unfortunately they didn’t have a HR person, HR literally told them to talk to their “buddy”. You can do better!
- It’s COVID, don’t get too remote. Maybe organize a suitably distanced site visit, met the new employee in the parking lot when they pick up their new laptop, whatever it is, make it a bit more personal than a Zoom intro.
- Now that I’ve drilled home the need for a process, personalize it. Why? Because if you understand WHO you’ve employed you can really reap the rewards of their increased engagement. Drop me a note, or go to https://l6j.72f.myftpupload.com/ to see how we personalize onboarding of candidates that we place with a coaching guide, management strategy guide and manager development guide, all personalized to that new employee through our use of Predictive Index in the recruiting process.
Don’t let an inadequate onboarding process get in the way of a new employee’s success, to us onboarding is part of the recruitment process and that is why we’re so keenly involved in it for our clients. Set some goals proactively when they’re on fire for the new job, to extend the analogy, striking while the iron is hot.
Find out more with some examples of the support that we can provide you with at https://l6j.72f.myftpupload.com/
