by Julie Tuggle-Nguyen
As the human resources leader of your business, understanding the needs of employees is paramount. Ensuring they have what they need from day one not only sets them up for success but also fosters a positive company culture and boosts retention rates. According to the Society for Human Resource Management (SHRM), employee turnover can be as much as 50% in the first 18 months of employment, placing an enormous burden on the company’s time and expenses. Having a strong onboarding framework improves employee retention by 52% and employee productivity by 60%, in addition to higher job satisfaction, lower stress, and higher organizational commitment.
Successful onboarding is not just about paperwork; it’s about creating an experience that makes new hires feel valued and excited about their role within the organization. Let’s delve into the steps you can take to master the art of employee onboarding.
Before Day 1: Setting the Stage
Before the new hire’s first day, it’s essential to lay the groundwork for a seamless transition. Have the hiring manager reach out to the employee to reaffirm their decision to join the team. This simple gesture can ease any jitters and reinforce their excitement about the opportunity.
Refresh the hiring manager on the onboarding process. Utilize an onboarding workbook or software, such as Workforce, to streamline the process and ensure consistency. This resource can serve as a comprehensive guide, covering everything from company policies to team introductions.
Additionally, send over company policies and paperwork for the employee to review and sign before day one. This not only saves time on their first day but also demonstrates your commitment to transparency and compliance.
Day 1: Creating an Unforgettable Experience
The first day sets the tone for the employee’s entire tenure with your company. Make it memorable! Ensure the new hire feels welcomed and valued from the moment they walk through the door.
Start by making introductions and facilitating connections with their new colleagues. Assign a buddy or mentor to guide them through their first few weeks and answer any questions they may have. Provide the necessary tools and resources, such as a computer and access to relevant systems, to ensure they can hit the ground running. A comprehensive tour of the workspace can help them familiarize themselves with their surroundings and feel more comfortable in their new environment.
But don’t stop there! Incorporate fun activities and team-building exercises into their first day agenda. Whether it’s a group lunch, happy hour, or icebreaker games, aim to create a positive and engaging experience. Remember, this is the start of their honeymoon phase. We want them to fall in love with their new role and the company culture.
Ongoing Support: Nurturing Success
It’s essential to continue nurturing the employee’s success throughout their onboarding journey and beyond. Collaborate with the hiring manager to develop a personalized training plan for the employee’s first 90 days. This can be a simple document that outlines clear expectations, goals, and milestones to keep them focused and motivated. Encourage regular check-ins between the manager and the new hire. Weekly touch base meetings provide an opportunity to address any challenges, celebrate achievements, and provide feedback in real-time.
Consider implementing a structured onboarding program. Midwest BankCentre’s onboarding program, Rising Together University, is a series of classes that brings together new hires to learn about the Bank, acclimate them to its culture, and build valuable networks. Each session is designed to energize and activate employees by aligning their personal purpose with organizational goals and engaging with the culture.
Successful employee onboarding goes beyond paperwork and orientation sessions. It’s about creating a welcoming environment, providing continual support, and fostering a sense of belonging from day one. By following these steps, you can set your new hires up for success and lay the foundation for long-term retention and growth within your organization.
Julie Tuggle-Nguyen is Chief Human Resources Officer at Midwest BankCentre.