Employee Onboarding
Onboarding is the process of educating the fresh hire with the company. Onboarding starts when an offer is made to an employee and continues until the individual becomes a productive part of the business.
Contents
- Assign a friend
- Prepare new hires.
- Select a suitable employee onboarding software.
- Send a welcoming package.
- Define and evaluate success.
- Involve senior leaders.
- Feedback
Best Practices and Strategies
1. Assign a friend.
- Consider appointing a coworker as your new hire’s buddy instead of your superior or direct boss. This might make your new recruit feel more at ease by asking questions about the workplace, culture, and team members.
- Assigning a buddy provides a safe area for your new employee to ask questions while learning about your organization’s process and culture. From a management perspective, a buddy may also communicate information about objectives and progress to assist plan individual onboarding efforts.
2. Prepare new hires.
- Preboarding is the process of initiating an employee’s onboarding experience before their first day. It may make them enthusiastic about their new employment and keep them committed until the start date.
- This is an excellent opportunity for you to give them some corporate swag, such as a water bottle or notebook with your brand, and urge them to ask any questions they may have. Also, give them the initial onboarding calendar via mail so they understand what to anticipate from day one.
3. Select a suitable employee onboarding software.
- Using onboarding software in the workplace is the first step toward executing one of the greatest onboarding techniques. With the abrupt transition to completely remote working, organizations and HR professionals may profit from various digital onboarding options.
- Create processes to automate the whole onboarding process. Save many hours of laborious effort. Assign new recruits training and instructional materials. Monitor the onboarding process for newly recruited staff.
4. Send a welcoming package.
- A fresh hire welcome package reveals a lot regarding the firm. First, it shows the new employee that the company is putting money into their future by providing certain paid, branded, or customized products. Second, the company equips new personnel with all they need to succeed. Finally, the newly hired employee’s welcome package achieves precisely what it is supposed to do: welcome the recruit.
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5. Define and evaluate success.
- Use the OKRs (Objectives & Key Results) or Key Performance Indicators, or KPIs, to evaluate your new hire’s performance. Hold new workers responsible for these performance indicators, just like you would any other employee.
- With the correct constraints established from the start, your new recruit understands how to walk, run, and finally sprint to success.
6. Involve senior leaders.
- Even if recruits don’t have much interaction with senior executives, they should understand who they work for. Try to include senior employees in the process of onboarding as much as feasible.
- They may offer a tour of your facility, take staff out to lunch, provide a short history of the firm, or even lead a mandatory training session. New workers will feel better knowing that their bosses are making time to spend with them throughout their initial few weeks and days on the job.
7. Feedback
- Asking for input is one of the greatest practices for welcoming new staff members, yet it’s so simple that many people overlook it. Recruits may help measure, modify, and execute the onboarding process.
- Create a few questions and send them to your new hire’s email address regularly. A grading system and notes may help to understand the broad picture while also providing new workers with a feeling of belonging.
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