According to a study by HR.com, 69% of employees who participate in some kind of onboarding program when they are new hires are more likely to stay with the company for 3 years.
onboarding? Also known as organizational socialization is the process that
allows new employees to gain knowledge, skills and behaviors in order to fit in
with their new company and become effective employees. It helps make new hires
feel more integrated and a part of the organization.
Some of the
tactics used include printed materials, formal meetings, lectures, videos or
computer-based orientations. The main goal is to introduce newcomers to their
new job and surroundings, changing them from the uncertain new person to the
So, employees aren’t the only ones who should prepare for their important first day at work. As a company, it’s recommended that you have a detailed plan for a new hire’s first day, week and month.
Prepare before the new hire arrives
Confirm the start date, time and place with your new employee. This also gives them the opportunity to ask any questions they may have, such as parking or dress code.
Identify their needs, will they require a computer or technical resources?
Assign them space within the workplace, a clean desk area equipped with everything they will need to get started.
Set up their company email address and add them to any internal communication system you may have.
Grant them access to all the accounts, systems, platforms or tools they may need.
Set up a regular meeting with the new hire, and add them to any department meetings that will be helpful to them or their integration.
Plan the new hire’s first assignment.
It’s also a good idea to set up a team lunch, enabling them to get to know their coworkers.
With everything prepared it’s time to think about the new hire’s first day.
On a new hires first day:
Send an announcement to the team they will be a part of, informing them that they will have a new member. Add the new team members bio, position, and location.
Introduce them to their new coworkers!
Give them a tour of the office: bathrooms, office supplies, break rooms, printers, etc.
Give them info on how to use the phone, access to the computer programs, video-conferencing systems and anything they may need to use.
Show them how they get IT support.
Define their schedule for the week and confirm training sessions.
Review mission, brand values and the structure of the organization with them. Give them a clear view of the company they are working at.
Explain any annual performance reviews and the goals that will be set.
Give them an initial assignment.
The most daunting day it over! But that doesn’t mean that the onboarding process is over. Keep track of the new employee, make sure you are there to solve any issues or questions they may have.
In their first week you should:
Manage the training sessions and add any additional ones you think they may need.
Schedule check-ins to review their progress and discuss any questions or thoughts they may have.
Assign them a “buddy” to help them through their first few weeks. This can be someone who has similar responsibilities, this way they can resolve any questions they don’t want to take to you or a different supervisor.
After their first month at the organization you can move onto assigning them other assignments and giving them additional initiatives, set up performance expectations and let them know that you will give them feedback within a certain time period. You can also assign them a mentor, who will help them continue to grow and bring the best of themselves to the company.
Socialization techniques such as Onboarding has been proven to have a positive outcome. With things such as more organizational commitment, less work-related stress, better job performances, and higher satisfaction levels.