How to master employee onboarding

16 April 2021

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Onboarding is a delicate yet essential process to properly prepare an employee for their new job duties and work environment.

According O.C.Tanner 69% of employees are more likely to stay with a company for three years if they experienced great onboarding so clearly it is worth investing the time in helping a new recruit find their feet. But doing so is easier said than done, with over 20% of employee turnover happening in the first 45 days.

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Here are our top tips to master employee onboarding:

1. Have a first day checklist. Send new documents online ahead of your new hires first day, this might include a personal welcome letter, the contract, and an overview of the company values and its mission. (Workables)

2. Have all work equipment in place ahead of time. Make sure any facilities, tech or software is ready to go from day one of your new employee starting, to both show them they are valued and maximise operational integration into their role. (SHRM)

3. Schedule in some lunch dates during the first week. A really effective integration tactic is to set up your new hire with a different team members or groups every lunch time, so they get a chance to ‘break bread’ with good company role models. (Recruiterbox)

4. Avoid micromanagement to encourage independence. Allow your new hire to make a few low stakes mistakes, so they can learn organically in a risk free environment. (Ratedly)

5. Introduce a feedback culture. Ongoing feedback is critical both for personal and professional development so new employees should have constant opportunities to ask questions to enhance self development. (Quantum Workplace)

Key Takeaways

Employee turnover is directly linked to onboarding efficacy, so be sure to take the process seriously. Be prepared! Having everything you need for your new hires first day ahead of time is essential. Prioritise social integration through a mentor or lunch buddy system, to ensure your new hire bonds with good role models. Avoid micromanagement and introduce a feedback culture to encourage your new hire to think for themselves and grow with experience.