What do you do if your non-profit's onboarding process fails to engage new employees?

1 Assess your current process

The first step to improving your onboarding process is to evaluate its strengths and weaknesses. You can do this by collecting feedback from your new employees, your existing staff, and your managers. Ask them about their expectations, experiences, and suggestions for improvement. You can use surveys, interviews, focus groups, or other methods to gather this information. You can also compare your process with the best practices and standards of your sector and industry.

2 Align your process with your culture

The second step is to make sure that your onboarding process reflects and reinforces your non-profit's culture, values, and goals. You want your new employees to feel connected and committed to your organization and its cause. You can do this by incorporating your mission, vision, and strategy into your orientation, training, and communication. You can also showcase your impact, stories, and achievements through testimonials, videos, or events. You can also involve your leaders, mentors, and peers in welcoming and supporting your new employees.

4 Optimize your process for your resources

The fourth step is to optimize your onboarding process for the available time, money, and technology of your non-profit. You want your new employees to have a smooth and efficient transition to your organization without compromising your quality and productivity. You can do this by streamlining your process, eliminating unnecessary steps, and automating repetitive tasks. You can also leverage your existing resources, such as online platforms, learning modules, or peer networks. You can also seek external resources, such as partnerships, grants, or volunteers.

5 Evaluate your process for your outcomes

The fifth step is to measure and monitor the effectiveness and impact of your onboarding process on your new employees and your organization. You want your new employees to be satisfied, engaged, and productive in their roles and to stay with your organization for the long term. You can do this by tracking and analyzing key indicators, such as retention, performance, engagement, and satisfaction. You can also solicit and act on feedback, suggestions, and complaints. You can also celebrate and reward achievements, milestones, and improvements.

6 Update your process for your changes

The sixth step is to review and revise your onboarding process regularly to keep up with the changing needs and expectations of your new employees, your organization, and your environment. You want your new employees to be adaptable, resilient, and innovative in their roles and to cope with the challenges and opportunities of your sector and industry. You can do this by staying abreast of the latest trends, best practices, and standards. You can also incorporate new ideas, methods, and tools. You can also involve your new employees, staff, and managers in the continuous improvement of your process.