Employee On-Boarding is Not a Marketing Stunt!

"If you implement the points mentioned in this article, you be one among the top 1% who created a Winning culture through Day 1 of New Joiner"

What is employee onboarding?

????Employee onboarding is the process in which new hires get familiar with the organization, the people, and the culture of the company they've just joined.

????It's a key stage of the employee life cycle, where new hires are integrated into their new role and responsibilities.

The importance of employee onboarding

????Great employee onboarding can improve retention by 82% and employees with a positive onboarding experience are 18x more committed to their employer.

????Onboarding also accelerates time to productivity, with the average time being 28 weeks.

5 stages of employee onboarding

????The stages of employee onboarding are: Before the first day (pre-boarding), The first day (orientation), The first week, The first 90 days, and The end of the first year.

????Each stage has specific tasks and goals to help new hires integrate into their role and the organization.

Before the first day

????The pre-boarding stage includes sending a practical info email and welcome video, inviting new hires to social events, drafting a 30 60 90 day plan, informing the team about the new hire, and setting up an onboarding agenda for the first day and week.

????It also involves setting up email address and network access, keeping in touch with new hires, and ensuring a welcoming work environment and proper equipment.

The first day

????The first day focuses on introducing new hires to the team, company presentation, workplace tour, and meeting with their direct manager.

????It requires good planning and a clear agenda to create a smooth first day experience.

The first week

????During the first week, new hires continue to get acquainted with their team, learn about company processes and culture, and start their work assignments.

????It is important to provide support and guidance to help new hires settle in and feel comfortable in their new role.

The first 90 days

????The first 90 days is a critical period for new hires to fully understand their role, build relationships with colleagues and managers, and achieve their goals.

????It is important to provide training, feedback, and support to help new hires succeed.

The end of the first year

????At the end of the first year, new hires should be fully integrated into their role and the organization.

????They should have clear goals, understand the appraisal criteria, and feel at home in the organization. Regular check-ins are important to ensure their ongoing success.

First Day Orientation

????Create a memorable, positive experience for the new hire

????Give the new hire a clear agenda for their first day

Workplace Tour

????Give the new hire a tour of the workplace

????Show them where everything is located

Introduce to Colleagues & Team

????Introduce the new hire to their colleagues

????Ensure they meet everyone on their team

Set Up Onboarding Buddy

????Assign an onboarding buddy to the new hire

????Familiarize them with the workplace, culture, and processes

90 Day Plan

????Introduce the new hire to their 90-day plan

????Provide an extensive explanation of the expectations

Welcome Snacks & Drinks

????Offer special treats to new hires on their first day

????Encourage office-wide participation in remote welcomes

Company Presentation

????Provide a presentation on company goals, mission, and values

????Educate new hires on core aspects of the company

Weekly & Monthly Structure

????Explain the weekly and monthly structure in the new role

????Include team meetings, updates, and social activities

30 Day Goals

????Set internally oriented goals focused on learning the job

????Encourage the employee to ask questions and connect with their team

60 Day Goals

????Help the employee step into more role-specific activities

????Set goals related to tasks and responsibilities

90 Day Goals

????Align goals to long-term performance expectations

????Leverage learnings from the previous 60 days

New Employee Training

????Focus on teaching tasks, equipment, and software

????On-the-job training, job shadowing, and mentoring are effective

End of First Year

????Have a final onboarding meeting and performance review

????Collect feedback to improve the onboarding process

Employee Onboarding Best Practices

- Integrate HR practices and align job descriptions with the plan

- Create effective workflows and personalize the process

- Use onboarding checklists and ensure consistency

- Communicate frequently and clearly

- Incorporate organizational culture and values

- Evaluate the process and use metrics for optimization

- Consider using employee onboarding software

Onboarding Software

????Leverage technology to create an efficient onboarding experience

????Automate processes and save time

????Consider different software options

Conclusion

????Focus on both practicalities and engagement in the onboarding process

????Communicate, set clear expectations, and make employees familiar with culture and values

????Guide new hires to connect with colleagues and integrate into the team

Importance of Onboarding

????Onboarding is essential as it shapes new hires' first impression of the company and helps them settle into the organization.

????A positive onboarding experience reduces the likelihood of new hire turnover and hiring costs.

Key Elements of Employee Onboarding

????Planning and preparation, a clear 30-60-90 day plan, regular communication, training and development opportunities, and mentorship are crucial for a successful onboarding program.

????Utilizing software to automate tasks can improve efficiency during the onboarding process.

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