Onboarding is a critical process for companies to ensure that new hires are successful and fit into the company culture. While it is important to add your own touch to onboarding, there are certain tried-and-true practices that are crucial to ensure that new hires feel fully integrated into your organization and are prepared to excel in their roles. Neglecting these onboarding best practices can leave employees feeling confused, stressed, and unhappy. In this post, together with A8 Resource let’s explore 6 onboarding practices that can make or break the new employee’s experience at your company.
6 Onboarding Best Practices
Below are 6 onboarding practices have the power to influence how new hires are treated at your business:
1. Introduce Preboarding to New Hires
- Send a welcome kit: a laptop, company swag like T-shirts and mugs, a booklet with FAQs,...
- Complete admin tasks: Signing employment forms, adding bank information to payroll system, signing up for company tools,...
- Introduce new hires to the team: Meeting their line manager, onboarding buddy, and other key teammates
- Give them an onboarding checklist: All activities new hires should complete before their first day and throughout their first few months.
2. Give Your New Hires Chances To Connect
Mentioning where they’re from, their work experience, and what they’ll be working on in your new hire announcement, so teammates can craft a relevant welcome message.
3. Introduce The Company’s Values
Arranging for your executives or senior leaders to give a talk about the company's values and to share anecdotes about company’s achievement.
4. Provide Instructional Materials About Compay's Policies
- Creating microlearning courses with specific information so that new hires can choose how and when to learn.
- Storing all training material in a central repository like a Collaborative Learning platform.
5. Keep New Hires From Being Overloaded With Information
- Pacing their learning based on what they’ll need to know on a week-by-week basis.
- Creating personalized learning paths for each employee based on their role, set learning goals.
6. Obtain New Hires' Feedback
Sending onboarding surveys to new hires after their first 30, 45, or 90 days to gauge their experience. Here are some example questions to include:
- Do you have a clear understanding of how to be successful in your role?
- How often do you communicate with your manager?
- Do you have a clear understanding of company policies?
- Were you given sufficient training to use work-related tools?
While there are many ways to make your onboarding process more interesting, it may be a drawback if 6 essential steps are skipped. Therefore, considering how important onboarding is to long-term retention, applying onboarding best practices to your program is worth prioritizing. With these 6 Tried-and-true Onboarding Practices, A8 hopes to provide you with more insight to improve your company's onboarding process and boost talent retention.
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