Still confused on the what, why, and how, to develop a sufficient team onboarding set-up? Here is a guide to get you brainstoming??
Now, before the first day of work, your HR team has most likely taken care of the pre-onboarding phase of this hire. A typical pre-onboarding process may include the following;
- Welcome and Introduction Packet: This package usually includes a welcome letter, company swag, an agenda for their first week, and any necessary paperwork. It includes employment contracts, tax forms, and benefit enrolment materials.
- Tools and Tech set-up: Request tools set-up from IT in time to ensure no first-day questions such as Where is my computer? Do I get a phone? Where do I sit? - All valid questions - but! not a good first day look??
- Pre-employment Training: If there are any mandatory pre-employment training modules or courses, provide access to these materials in advance. This allows new employees to complete the training at their own pace and ensures they are ready to start their role with the required knowledge. This could be culture and values course, a Job role Jigsaw - gamify it??! If creativity and innovation is part of your DNA as a company, it should reflect in your processes.
- Got a buddy system in place? Assign a buddy ahead of time. An employee to help the new hire navigate the organization, fostering a sense of belonging from day 1.??
- Preparing the Team: Inform the existing team members about the new hire's arrival and provide them with relevant information, such as the new employee's background, role, and responsibilities. Encourage team members to reach out and welcome the new employee.
To ensure an efficient process, you are highly encouraged to carry out a proper assessment Identifying key objectives and goals for each onboarding phase (30, 60, 90 days) - and align with your HR Partner!
- Determine the specific tasks, skills, and knowledge the employee should acquire during each phase.
- Establish a timeline and schedule for each phase, ensuring a smooth transition between them.
- Allocate resources, such as training materials, mentors, and necessary equipment, to support the onboarding process.
Phase 1: The First 30 Days: Provide a comprehensive orientation to familiarize the employee with the company's mission, values, culture, and policies.
- Introduce the employee to their team members, key stakeholders, and departments they will work closely with.
- Assign a buddy or mentor to guide the employee, answer questions, and provide support.
- Focus on training and development, providing necessary skills and knowledge to perform their job effectively.
- Set clear expectations and goals for the first 30 days, outlining specific tasks and deliverables.
Phase 2: The Next 30 Days (60 Days Mark): Continue with training and development, building upon the foundation established in the first 30 days.
- Assign more complex tasks and projects to challenge the employee and help them further develop their skills.
- Encourage the employee to seek feedback and provide opportunities for them to reflect on their progress.
- Provide additional resources and support to address any specific areas where the employee may need further development.
- Conduct regular check-ins to discuss progress, address concerns, and ensure alignment with expectations.
Phase 3: The Next 30 Days (90 Days Mark): Continue with ongoing training and development, focusing on advanced skills and knowledge required for the role.
- Encourage the employee to take on more independent responsibilities and make contributions to projects or initiatives.
- Conduct a formal performance review or evaluation to assess the employee's progress and provide constructive feedback.
- Discuss potential growth opportunities and career development paths with the employee.
- Transition the employee into a more autonomous role, while still providing support and guidance as needed.
Continous improvement of this process is essential to sustain the process, therefore evaluate the effectiveness of the onboarding process by gathering feedback from the employee, their manager, and other stakeholders involved.
- Identify areas for improvement and make necessary adjustments to enhance the onboarding experience.
- Continuously update and refine the onboarding process based on feedback (NPS from employee, and hiring manager experience), changing business needs, and evolving roles and responsibilities.
By implementing a comprehensive onboarding process that covers these elements, you can ensure new hires feel supported, prepared, and excited about joining the organization, setting the stage for a successful onboarding experience.
You also want your new employee to start confident and stay engaged?