Ten Success-oriented Onboarding Ideas

Do you remember the first day of your first job? It’s probably likely you were a little anxious, as well as unsure of what to expect — would your new co-workers be welcoming? Would you adapt to the company culture? Could you successfully perform above and beyond expectations?

Now, however, you’re on the other side of the situation, and about to welcome a new hire to your company. If there’s one thing that’s clear, hiring a potential candidate is definitely a process — from recruiting, interviewing, selecting, starting, and training a new member of your team — it’s not only time-consuming, it’s a big deal. You want to ensure the success of both your new employee and your company through a mutually beneficial relationship.

Yet not every company implements an extraordinary onboarding program for their new hires. Beyond setting up new employees with the basic tools and giving them a warm welcome, it’s important to take extra measures to ensure they have the best chance to succeed. By integrating special measures into your onboarding program, you set yourself apart as a remarkable company to work for.

Here are 10 success-oriented onboarding ideas that can be used to ensure that your new team members have a remarkable start:

  1. Celebrate their first day, not their last day. Send new team members a gift to their home that will be delivered on the evening of their first day. By taking the extra time to make him or her feel special and appreciated, you will build your new hire’s (and their spouse’s) excitement and comfort level.
  2. Organize a team lunch for day one. Every new employee is anxious on his or her first day. Giving them a chance to causally meet and chat with those that they’ll be working with closely during lunch helps them relax and feel more at home.
  3. Plan onboarding in advance. Before a new hire’s first day, plan and schedule the set of meetings, documents, and team member interviews required to get him or her up and running quickly and comfortably. That way, he or she won’t be sitting around wondering what to do next — there will already be a set of meetings and activities planned to help him or her get acquainted.
  4. Assign a mentor. Providing a mentor help guide the onboarding process and ensure that it goes smoothly. A mentor provides a new team member with extra attention and a warm welcome, give advice from his or her own experience with the company, and address any concerns that a recent employee might not feel comfortable sharing with a supervisor.
  5. Schedule check-in huddles. A weekly check-in huddle will go a long way. You’ll be up-to-date on how new employees are gradually getting acquainted with your company over time, how their first projects are coming along and if they need any help or advice from you.
  6. Set up 30, 60, and 90 day goals. By setting up specific job responsibilities for a new employee to adjust to and implement over a staggered period will not only keep them from being overwhelmed all at once, it will establish measurable goals that he or she can work toward and you can track.
  7. Get them their tools on day one. Make sure each new employee has business cards, an email account, laptop, and any other tools that they need to hit the ground running and stay in the loop from their very first day
  8. Make sure their workplace is set up and welcoming. You’ll be wasting both your time and your new team member’s if you’re scrambling to get them workplace materials or don’t have a permanent workspace for them, and efficiency is key when introducing a new hire to his or her new job and its responsibilities.
  9. Personalize their welcome. Taking the time and effort to put up signage or a flat screen message welcoming your new employee on his first day will show your excitement to work with them and show them that they matter.
  10. Emphasize company culture. Beyond your initial welcoming and training efforts, set up meetings to specifically address your company’s culture and goals. Instead of simply allowing a new hire to figure this out over time, you’ll allow them to start seeing where they fit in and how they will contribute immediately.

By incorporating thoughtful elements such as the suggestions above into your onboarding process, you will contribute to creating an efficient orientation that will motivate the new hire to further success. All and all, your time and effort dedicated to maximizing the onboarding experience for new team members will certainly lead to continued growth and success down the road.

The Employers Association

About the Author:

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TTracey Chantry graduated from Radford University with Bachelor’s Degree in Criminal Justice and has spent 15 years in Human Resources, 10 of which have been in a leadership role. She is a certified Professional in Human Resources (PHR). She has extensive hands-on experience leading HR initiatives including policy design, training and development, compensation, performance management, recruiting, compliance reporting, and benefits administration. For fun, she enjoys spending time with her family and friends and stays active by walking, running and swimming. She and her husband Pete have 3 kids that range in age from 12 to 24 years old.

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