Is internal communication onboard when it comes to onboarding?

Hi everyone, hope you’re having a good week and you’re looking forward to March, I can’t quite believe that we’re nearly into the third month of the year (where has February gone?!)

So this week's newsletter is inspired by a number of conversations that I’ve had with people this week around the importance of the onboarding process in an organisation.

Picture the scene, it’s Sunday night, you’ve got everything out ready for Monday (you may have even ironed that shirt too), and you’re all set for the new role that you’re starting. If you’re anything like me, there’s a mixture of excitement and anticipation…

For any new colleague, those first few weeks are crucial in shaping their experience, engagement, and long-term success within an organisation.

Internal communication plays a vital role in creating a smooth, welcoming, and structured onboarding process but how? Here are five top tips to make onboarding seamless and impactful:

The process starts before… pre-boarding communication

You don’t have to wait until the first day to engage new colleagues! Sending a welcome email, introductions to company values, or practical details (first-day schedule, dress code, key contacts) can really help with any first-day nerves, and will make sure that any new colleague arrives prepared.

I know some organisations choose to go one step further, and start the induction process before day one with briefings and induction training. While this is all well and good, don't go overboard, there needs to be a balance between getting ahead and taking the pi$s – you don’t want to take advantage of the enthusiasm and eagerness of any new recruit before they start. ?

Create an onboarding plan & share it with everyone who needs to know

I’m surprised by how many organisations don’t do this (or at least don't do it properly), while it’s hard work to organise, it makes such a difference.

A structured onboarding plan should be easily accessible and shared with new hires and their managers so everyone knows what’s happening and when. My tip is to get everything in peoples diaries so everyone is clear on the plan along with highlighting key training, any expectations, and key milestones for the first 30, 60, and 90 days.

Use Multiple Communication Channels

Everyone absorbs information differently, so don’t be afraid to mix up the way that information is shared with the incoming colleague. That could be face to face meetings, teams meetings, newsletters, documents (you get the idea) to ensure key messages are received and understood.

While many people turn their noses up at things like a welcome buddy / mentor system, I think they’re worth their weight in gold… the ability to have that one point of contact who can help someone in their first few weeks is invaluable.

Make your culture clear

Any new colleague should feel connected to the organisation’s mission, vision, and values from day one. While these should be fresh in the mind from the interview process, don’t be afraid to share success stories and allow the new colleague to “be exposed” to as much as possible in their first few weeks so they feel part of the organisation. Remember this isn’t just about sharing a PowerPoint slide deck on what your mission, vision and values are, this is much more than that. Actions speak louder than words, and any new colleague will see through any 'staged' induction - so make it real, and be honest.

Don’t presume that? it’s working… Feedback is your friend

I know I keep going on about listening, but it’s for good reason - internal communication is as much about listening as it is broadcasting messages. Try to enable conversation with any new colleague to encourage them to share their own personal onboarding experience. That could be through surveys, feedback sessions, or informal check-ins (there are also some amazing companies who can help with this too!).

Like I mentioned the other week, don’t just pay lip service to listening, make sure that you do it, the first few weeks are vital in any new starters role, and for any organisations bottom line.

The CIPD's Resourcing and Talent Planning Report 2024 (produced in partnership with Omni RMS) highlights that 41% of employers have experienced new hires resigning within their first 12 weeks.

In summary:

Effective onboarding isn’t just about ticking boxes, for me it’s about making new colleagues feel valued, informed, and confident in their new role, and internal communication is a key ingredient in this.

When your communication is clear, engaging, and well-structured, it sets the foundation for long-term success and means that your new hire is more likely to stay with you.

Thanks for reading, it'd be great to hear what you think about this - maybe you've got some other ideas? Either way, let me know...

Thanks

Dave