Remember starting your new job? Day one, you show up, not quite sure where to go, or who to speak with, where is your boss anyway? Reception doesn’t seem to know who you are, and an HR coordinator comes running into the lobby to show you to a desk, with no laptop – not yet. You’re told you will meet with IT to get an email address set up at 2pm. In the meantime, they hand you some things to read…
Not a great way to kick off a new role, yet more often than not, this is the scene. It’s one that is unwelcoming and certainly unorganized.
Onboarding a new employee is one of the single best ways to build a strong culture within your organization. Employees who feel welcome, feel valued right from the start. Those with a strong and organized first week, become productive team members faster, which in turn provides your organization with a return on human investment faster. Here are some ways to “show them the love” post-interview process.
Your Onboarding Process
1. There are 2 – 3 weeks between candidate acceptance and employee start date. Keep up the communication during that time. Once a week, reach out with enthusiasm about this person joining the team.
2. A few days before their start date, shoot over a Day One agenda, including where they should park, what time to be there, dress code, where and with whom they will have lunch that day.
3. Have a front desk greeting mechanism to Welcome your new employee. This could be a monitor with their name on it, or an actual person from your team, waiting to greet them.
4. Make sure the hiring manager (at a startup that may be your CEO!) greets them right away. First things first, show them where the coffee and bathrooms are!
5. Show them their workspace, which, by the way, will be set up with their computer fully loaded/ready to go, a couple of pens and a notebook is a nice touch.
6. Create an internal networking list, help your new employee meet with key players on multiple teams.
The Difference Onboarding Makes
Starting a new employee on the right foot can make future recruitment and retention easier. Your best employees bring the best new employees. Employee Referrals are the number one source for great candidates that align with your company’s pace, required skills and culture. Recruiting great employees is tough in this strong economic climate. We are at all-time lows in unemployment and your new employee probably had choices. They chose you, and you chose them.
Remember that moving your career to a new employer is stressful, it is on numerous lists of one of the more stressful life events*. New people, teams, expectations and the great unknown are all factors during the first few weeks of employment. Showing your current team that you value new members and encouraging warm-welcomes to the new employee entering creates a culture of kindness, not just professionalism. It adds the elusive human touch to an otherwise stressful situation.
When your organization becomes known for caring for
employees, new and current (and past), both recruitment and retention rise.
Culture is the number one reason listed as the reason an employee moves on or
stays put. Not money, commute or advancement, but culture**.
Small touches during the onboarding process of your new employee can reap long term rewards and benefits for your organization as you grow.
Speaking of retention, this is just the very tip of the iceberg! Next up, we’ll be talking about retention, how you do it, when to hit the brakes, and why it is important to the future of your organization!
*Holmes and Rahe scale
**Click Talent (seeing over 40 candidates/week for 14 years)