For many businesses, the new year brings new employees. Maybe you’re taking on more work and need to expand or you’re extending full-time offers to temporary holiday employees. No matter the reason, you’ll need to get these employees up to speed on your company and their responsibilities.

Onboarding, whether you love it or tolerate it, is an important piece of the hiring process. According to a study by Jobvite, almost 30% of job seekers have left a job within the first 90 days of starting. This means you need to engage employees from the start. Investing in a thoughtful onboarding experience can help. Ultimately, you want a program that results in retention, performance and job satisfaction.

Why it Matters

You may think new employees will just pick up the job as they go. And for some, that may be true, but there are plenty of topics that you need to communicate, such as expected work hours and company culture. We’ve gathered some reasons why you should take the time to develop an onboarding strategy and consistently carry it through with each new hire.

  • This is your first opportunity to make an impression on a new team member. A well-thought out onboarding plan shows that the company they are joining is professional, organized and thorough.
  • Hiring and training employees takes time and money so it’s in your best interest to retain them.
  • You’re building loyal employees who will ultimately be brand evangelists and represent your brand. Make sure they have a positive story to tell.
  • Employees should know what is expected of them and how they contribute to a company’s overall goals. By clearly explaining their role, you are creating a sense of purpose from day one.
  • While onboarding, take time to get to know your new team member on a personal level. This will demonstrate that you are engaging with them beyond their daily tasks.

Pieces of the Puzzle

Onboarding doesn’t have to be as overwhelming as it seems. Start small if you need to, and be open to adjustments along the way. Here are a few ideas to get you started.

  • Make training official. If you have an onboarding process documented, it becomes easier to implement.
  • Walk through clear role expectations and how success will be measured. That way, there is no confusion (or disappointment) when certain milestones are met.
  • Set them up with a mentor. Find a trusted, seasoned team member who can take them under their wing and explain how they have thrived in their role.
  • Provide all the right tools to set employees up for success. This can be everything from the latest software for efficiency to a branded uniform to create a sense of team.
  • Build in check-ins. Don’t forget to ask how things are going along the way to get a good gauge of the employee’s job satisfaction.

Position yourself and your company in a positive light by making these team members feel welcomed, prepared and valued through a comprehensive onboarding experience. A happy employee is a productive employee – and typically one who is eager to grow with the company


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