It’s important not to overwhelm the new hire during this stage of the employee onboarding process. A mentor’s coverage is entirely up to the organization but typically includes everything from company-wide policies and procedures to how to perform essential daily tasks. Nominate a senior member of the team the new hire will be joining to mentor them on the particularities and inside workings of the organization. Make time to sit down without distractions and have a real conversation about what the first week will look like so the new hire knows what to expect. This is also a good time to make more informal introductions to the team. This should cover all the basics like restroom locations, where to find each department, parking spots, break rooms, and lunch spots. To cover the rest of the bases, send a group email to the broader community providing brief details about the new hire, their role and a little background information as a conversation starter. It’s a good morale booster and a way to get the department together and introduce the new member. Make a general announcement in the department, floor, business unit, or whatever level of organizational structure your new hire will be joining.This should include any managers, team members, and colleagues from other departments.įirst days can be stressful as well as exciting, so follow these steps to make your new employee feel comfortable: Face time with people who will be key to the new employee’s working success opens a gateway for future communication. Meet: Plan ‘meet and greets’ with important contacts.If they know you’ll be making the rounds to introduce new hires, they’ll be more likely to make time to be friendly and welcoming. Inform the team about the incoming hire’s name, role, and other important details. Even if the employee is a contractor or will be using hot desk arrangements, this will go a long way toward making them feel welcome and productive. Walking in on day one and having your laptop, company cell phone, and desk ready to go will create a great first impression that will set the tone for the relationship. Prepare: Prepare their workspace, tools, and other essential resources ahead of time.Plan: Plan out what will happen in the first week and beyond – this can include a 3-month new hire roadmap.Examples of these types of documents could include legal and contract documents, employee manuals, first-day parking passes, and any additional information the employee should take a look at. Send: Send all pre-hire documents electronically so new employees can complete them in advance – if you can use e-signatures even better.It’s important to frame your new employees’ experience in a positive light right from the get-go – and that means setting their expectations and comfort level before they ever step foot inside the office.Ĭonsider taking these actions prior to the start date: Let’s take a more detailed look at the different stages of the onboarding process and what content you should consider including in each. What Should an Onboarding Program Include? Extended onboarding can also decrease time to productivity and increase ROI for an organization with regard to the employee. Ninety days is the bare minimum for new hires to get used to their roles, mentally prepare for their responsibilities, feel valued and supported, and get the knowledge and skills necessary to succeed. However, many onboarding specialists agree that the adaptation period should last at least three months. Connection means relationships with colleagues and feeling like a part of the team.Ī new employee onboarding program can take several weeks or longer. Culture involves providing the formal and informal norms of the organization.
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