Onboarding – a critical component to success

I am a firm believer that a solid onboarding process for new employees is critical to company morale, production, retention and most importantly, employee satisfaction.

To make sure and clarify what onboarding is, here is a tidbit from Wikipedia. Onboarding, also known as organizational socialization, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders.

There needs to be effective employee onboarding process in place and that will have a positive domino effect: it ensures that new hires feel welcome and prepared in their new positions, in turn giving them the confidence and resources to make an impact within the organization.

The process will vary from job to job and company to company. Let’s look at the most basic items and build from there.

If you can have as much paperwork completed before the employee actually starts their first day is a bonus. Do you have their resume? Did they complete a company application? Did you provide them with a list of needed documents to have on the first day of work, i.e., marriage license, auto insurance, social security card, drivers license, banking information for direct deposit and the list may go on depending on some specific information that you may need. Wouldn’t you want the first day of your new employee to go smoothly?

Do you have an orientation scheduled with the new hire? Where’s the bathrooms? Where’s the copier? Review the employee handbook to answer any questions. When are paydays? Review the benefits package and the options. How to use the phones. A current roster of employees with phone numbers and emails. Key contacts noted that would pertain to them directly. Did you introduce them around the business? What technology is used and that they will need to familiarize themselves with or provide the needed training for those tools. Orientation can be as detailed as you like, but, realistically would completed on the very first day.

Next, what is the training schedule? You do have a training schedule set up, correct? Look at training needed for that specific role the new hire will be in and address what areas that need to have training. Are there other internal departments that impact the new hire? Make sure that all departments are on a schedule to meet with the new hire and do their own one-on-one orientation/overview to educate the new hire.

The key is to have an employee that is knowledgeable about the company, understands the values, vision and core principles, knows their role in the company and has an understanding of the goals that the company is trying to accomplish. Nothing wrong with that scenario, is there? Have you established your brand, your culture, align expectations and provided the tools to be successful?

Did you ask your new hire if they have any questions about anything that has been reviewed so far? Do they have any questions that may not have been covered in this onboarding process? So, whether this is days, weeks or months to onboard an employee, it is critical to your success and the company that this goes well.

So, if I can help you with your onboarding process, just let me know. It is a critical component to any organizations success.