How do you design an effective onboarding program for new hires?

A well-rounded onboarding program should include pre-boarding, a clear roadmap, cultural immersion, a buddy/mentor system, role-specific training, frequent check-ins, technology setup, and engagement activities. It should be informative, interactive, and supportive, ensuring new hires feel confident, engaged, and aligned with their role and the company's goals. The program should also include cultural immersion, a buddy/mentor system, and a supportive environment. Regular check-ins with managers and HR help gauge progress and provide feedback.

It's essential to establish clear objectives for the onboarding process, outlining the skills and knowledge new hires need to succeed in their roles. Personalization is crucial, tailoring the training and support to each individual's role, experience level, and learning style. Lastly assigning mentors or buddies to new hires provides them with guidance, support, and a sense of belonging within the organization.

An effective onboarding program is about immersion and engagement. We introduce new hires to all aspects of the business, from kitchen operations to customer service. Pairing them with a mentor for the first few weeks helps them acclimatize to our fast-paced environment while feeling supported.

Before designing your onboarding program, define clear goals, skills, knowledge, and behaviors to align with your company’s mission.

I consistently promote the importance of new team members aligning themselves with the company's vision and mission. Furthermore, I provide them with a comprehensive view of the career growth opportunities within our organization. By showcasing a clear career development chart, new hires gain a deeper understanding of the potential pathways for professional advancement. This approach enables them to have a clearer perspective on their long-term goals and the various avenues available to them within the company.

I've found a lot of value in meticulously planning a new hire's first 1-2 weeks (down to the half hour.) This onboarding phase is a mix of activities specifically related to their job/team AND learning/shadowing others throughout the organization. When a new hire starts, we share a Google Doc with them which outlines what they're supposed to be doing, when they're supposed to be doing it, and who their partner is for that activity. The tight structure allows them to learn a lot in a short period of time and meet a bunch of teammates. Our goal is also to give the new hire a lot of comfort that they made the right choice by showing them the thought and organization that went into designing their plan.

Depending on the role and organization priorities, an onboarding program could stretch in time and tenure. Ensuring that the leadership makes time, and takes active interest in the onboarding of fresh talent goes a long way in assimilating the individual into the organization.

After setting goals, plan onboarding activities across four areas: compliance (policies), clarification (role expectations), culture (values), and connection (relationships).

As the new hire onboarding, I've found what works is to proactively provide a 90-day plan to your manager to kickstart ideas, feedback, and the process. Saying "doing XYZ will help me get up to speed faster" helps the manager move faster and unlock blockers (e.g. you need to meet with ABC, I'll intro you now).

Engaging activities and interactive sessions play a pivotal role in onboarding as they infuse an element of enjoyment into the learning process for new employees. Beyond the traditional methods, incorporating fun activities also fosters a positive and inclusive work environment while providing a platform for hands-on learning, allowing new hires to grasp concepts more effectively. Such sessions encourage active participation, making the information more digestible and relatable. As employees learn while having fun, they are more likely to retain information, feel motivated, and build stronger connections with their peers. The onboarding process should set the tone of enthusiasm and collaboration within the organization.

Effective communication is essential for onboarding. Clearly convey expectations, listen to feedback, and use multiple channels. Assign mentors for guidance and support.

For a smooth onboarding experience, clarity is everything. Share what you expect from new hires right from the start. Keep the lines of communication open with regular check-ins and friendly conversations. Encourage them to ask questions—this builds trust and confidence. Pairing them with a mentor can offer the support they need to thrive. Onboarding is all about connection and helping them feel at home.

I strongly emphasize the importance of establishing clear expectations from both the company's perspective and that of the new employee. It is crucial to define key performance indicators (KPIs) that the company expects the new employee to adhere to. Simultaneously, it is equally important to understand the expectations of the new employee regarding various aspects such as work culture, regular payout, and learning opportunities, among others. By openly communicating and setting mutual expectations, we can create a positive and transparent working environment. This approach ensures that both the company and the new employee are aligned in terms of goals, performance objectives, and the overall experience within the organization.

often clarity in the role and expectations from the individual is often sketchy due to poor articulation or lack of time during the interview process. A good onboarding program should assist the individual joinee find his/ her place like a jigsaw piece in the organization puzzle. Beyond the tools, any organization uses, gamification of the onboarding process is a good practice for giving the individual control of the onboarding process. While the organization specifically onboarding teams should keep a tab, equal responsibility should be assigned to the immediate supervisor of the new joinee to constantly monitor and guide on the expectations from the new role. IMO, buddy and mentor programs have limited impact beyond rapport creation.

Onboarding serves as a prime opportunity to set expectations regarding workplace decorum, discipline, professionalism in behaviour and work ethic, as well as interpersonal relationships. Through assigned mentors, buddies, or coaches, employees receive personalized guidance and support, facilitating their integration into the organizational culture. This not only establishes a foundation for a positive work experience but also fosters a sense of belonging and understanding of the company's values and standards. Effective communication during onboarding is a two-way street that not only imparts information but also lays the groundwork for a harmonious and productive workplace.

Evaluating each onboarding experience is crucial for optimizing future results. Soliciting feedback from new hires about their learning experience and readiness to implement what they've learned is essential. This firsthand input, along with feedback from managers, mentors, and peers, provides a holistic perspective. Periodic evaluations enable you to identify areas for improvement, refine onboarding practices, and ensure alignment with organizational goals. By treating each onboarding as a learning opportunity, you enhance the program iteratively, fostering continuous improvement and delivering better results for both the organization and its new employees.

Tapping into student talent though experiential learning projects using Riipen or Venture for Canada are great ways to connect with HR students who bring an external perspective to areas you can improve your onboarding experience. Couple this with feedback from current employees and you'll be able to quickly iterate on your onboarding program.

Don't start on day 1 - a good onboarding process should start from the moment an offer is accepted. How can you make your new hire feel part of the team before they've even started? - Invite them to your all hands - Take them for a lunch with their new team - Get them into your Slack group These simple things can massively impact their understanding and productive in their key first few weeks, and reduce the risk of costly retention issues.

Onboarding best practices: 1. Always preboard your hires: Get them started with key details and answers. 2. Assess new recruits with skills to plan their growth and explore different roles within the company. 3. Introduce a mentoring program: Match up employees with co-workers they can shadow. 4. Create an onboarding checklist: Lay out what new workers can expect from onboarding. 5. Show off your culture: Immerse new hires in your positive culture and help them integrate with your team. 6. Make the first day exciting: Make things fun and easy for recruits with varied scheduling and perks. 7. Match your onboarding with an offboarding plan: Show exiting employees you still care about them and their careers.

Context, CONTEXT, context. Your new hire is either going to 'get it', or not. But to set both yourself and them up for success, you need to ensure they have all the essential info. Start by documenting what you're looking to get done & available resources to achieve this. Give a list of go-to people and keep your door open for questions. Walk them through the company's vision and mission, then STEP BACK. ive them space and autonomy. If they have the right context, they should begin to effectively apply their skills. However, be vigilant. A silent new hire might be struggling in silence. Always be approachable for queries, creating an environment where asking for help is normal and encouraged.