I once started a job where on my first day nobody spoke to me, I muddled through set work and ate lunch on my own.
I wanted to quit within the first week.
A Leadership study of over 20,000 new hires showed that 46% of new employees didn’t stay with the business past 18 months of employment.
Having a good onboarding process will be a lot cheaper and easier than having a high turnover.
This blog will walk you through the following topics:
At the end of this blog, there will also be a free onboarding checklist.
Social onboarding and communities
Social onboarding refers to using social technologies to welcome new employees to the business. In fact, thanks to these tools you can start building a relationship before they even start!
Engagement needs to start as soon as they’ve accepted your job offer. Not only will this help them hit the ground running but it will also keep them at peace knowing that they have made the right decision and prevent fall outs.
How can you use social onboarding? Here are some suggestions that should be easy to implement:
What you should be doing in the first week
Hopefully, through the use of social onboarding your business would have already made a positive impact on your new team member.
Their first week is one of the most critical times for engagement success.
Don’t let people spend their first day reading through policies. Why not put all forms that need to be read and completed on an internal platform?
This way new hires can complete all relevant paperwork in the comfort of their own home before they start. Remember to include a Q&A page and a HR contact in case they need support.
With paperwork out the way. You can spend the first day focusing on that all important goal, making sure your new employee finishes the day with excitement about their long term future at the business.
Here is some ideas for you to carry out on the employees first day:
Ok, so day one was pretty full on but it would have made for a great first impression.
Here’s what needs to be covered in the rest of the week:
Remember to regularly check in, be available and approachable throughout the week for your new hire.
From new hire to key contributor…
You will find that by completing their set goals and learning plan that your new hire will outgrow the onboarding community. This is a good thing as they would have transformed from ‘newbie rookie’ to a superstar performer.
Get onboarding feedback from your new hire to find out what worked and what didn’t. Just like your candidate experience process your onboarding process will often have tweaks and improvements made to it.
Perhaps ask your latest hire to become a key contributor to the onboarding community ready for your next batch of hires. They could provide insight into the new hire community or become an onboarding representative.
What’s next for the employee? Well engagement and development doesn’t stop there! Perhaps assign a mentor from the management team to help enhance performance and continue development.
FREE ONBOARDING CHECK-LIST
Please remember that a successful onboarding process is longer than a week, check out this onboarding check-list to help you with your new hires.
Hi, I'm Chantelle Jones