After effective recruitment and selection, one of the most important ways that an organization can improve the effectiveness of their talent pool is through the strategic use of on-boarding.
On-boarding is the process of integrating new employees into an organization and helping them to adjust to the social and performance expectations of the job. Engagement with your new hire is a big part of this process.
According to recent data, more than 25% of the U.S population experiences some type of career transition every year. Unfortunately, many transitions are not successful. Half of all hourly workers leave new jobs in the first four months; and, half of outside executive hires fail within 18 months. Effective on-boarding can help reduce costly turnover.
Here are some easy ways to successfully On-board a New Hire:Review
1. Employee Handbook with New Hire
By reviewing your organizations employee handbook with your new hire, you are able to establish rapport early on and also gauge your new hires’ interest in your organization.
If your organization does not have an established employee handbook, worry not! Here are some starting points in creating an Employee Handbook that will further simplify the on-boarding process:
- Start with a simple overview of your business or organization. Be sure to include details such as its mission, values, and perks of being a team member.
- Identify your organizations’ target audience and its influencers/stakeholders.
- Define what success looks like for your organization.
- Describe the culture of your organization and its environment.
- Identify your organizations’ key team members and leaders (Tip: Provide pictures and fun facts for each teammate/leader).
- Finally, include your organizations policies and regulations.
Although developing the handbook takes some time up front, you’ll have a great ongoing resource once developed. If things ever go off track with an employee down the line, it’s good to have resources to reference.
2. Set Attainable 90-Day Goals
Give your new hires direction and actionable items right from the beginning. By identifying a few easy-to-reach goals, they will find immediate success and be re-energized about their decision to join your team.
Be sure to guide them to the resources and introduce them to other people who can help them along the way. A clearly laid out plan sets up a win/win for the company and the new employee.
3. Set up 1-on-1 Meetings
Put aside just 15 minutes a week (for at least the first 60-90 days of a new hire’s employment) to keep them feeling connected and engaged. This keeps you in touch with their success and aware of any potential challenges/frustrations.
If setting aside a few minutes a week seems too much, just remember, there are 2,400 minutes in a 40-hour work week. Taking just 15 of those 2,400 minutes can transform the likelihood of your new hire’s success and their contributions to your company.
Coordinate “Meet and Greets”
One of my favorite quotes goes something like this: “You can spend 100 hours in front of a whiteboard trying to figure out what your customer wants, or you can go spend an hour with one and find out the truth.” The same goes for your employees.
Providing your new hire an opportunity to directly hear from a customer/stakeholder is a game changer in how they view the mission of your business. Giving them direct access to the people your business or organization is dedicated to will increase their engagement showing them the impact of their work.