?? Honing in on Onboarding! ??

You wouldn't believe the tales of poor onboarding I've heard. Employees walking into offices, unknown, surprised faces gazing at them, no computers in sight for them to start work. It's not a horror movie, it's a badly planned first day!

In the initial phase of a startup, it's just a small bunch of people, sharing ideas, values, and pizza slices. Everyone's in touch with the founders, and it feels like family. But, as this small cluster evolves into a fully-grown organization, the pitfalls of poor onboarding start to show their ugly faces - disengagement, confusion, and a revolving door of talent.

The connection between a startup and its employees is akin to a customer's first experience with your product. It starts retention or breaks it. Same here, a stellar first day primes an employee for integration and success from day one.

A botched onboarding process? Prepare to face the fallout - disengagement, sub-par performance, and an alarming talent drain.

But wait, it's not all doom and gloom. A well-oiled onboarding process is the ladder to success.

1?? Empowerment: Welcome aboard! Now, here are the tools you need to excel. Empowering new employees with knowledge, resources, and a deep dive into your organization's vision, culture, and customer service philosophy is like equipping them with a compass to navigate the company landscape.

2?? Consistency: No one likes surprises, at least not when it comes to understanding company culture, best practices, and customer expectations. Consistent training across all levels ensures everyone's singing from the same hymn sheet.

3?? Retention and Engagement: A stellar onboarding experience not only fosters retention but also boosts employee engagement—a true catalyst for organizational success.

This year at Shippr Kevin Delval completely overhauled our onboarding process, ensuring every new hire feels welcomed, valued, and well-equipped. The transformation was so palpable that it was felt right from the first onboarding session.

Every company is unique, and your onboarding process should be a reflection of your company's culture and ethos. So I don't have a secret sauce to share with you, but I could share some ingredients:

• Week 1 at Shippr? Culture. We believe in starting with the big picture, not just the department the employee will work in.
• New employees arrive on the same day each month. It's like the first day of school, without the jitters. You make friends across every department.
• Nothing beats breaking the ice like a good old breakfast on the first day.
• In the middle of the first week, we have casual get-togethers, complete with laughter, stories, and a few drinks.
• Managers, right up to the CEO Romain Syed , take time to make presentations to the newcomers. No video presentations here, only personalized, face-to-face interactions.
• We cover everything - departments, product features, and company values. Because we believe that every facet of Shippr should shine.
• As we sail into week two, the experience takes a more personalized turn. It's time for your first one-on-one meeting with your manager - the person who makes sure your journey at the company is a successful one.

Our extensive onboarding process underlines our commitment to our team members. It's our way of saying, 'We value you.' Because ultimately, their success is our success.

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