Wowing your new hires with the onboarding experience and beyond
Your new hires are the backbone of your team and the reason your company exists in the first place. They’re the ones who will be tasked with running your company and making sure it runs smoothly and effectively. It’s critical that they be given a smooth onboarding process, and that they’re made to feel like they’re a part of something special.
Onboarding is a crucial part of any new hire’s first day. If you’re lucky enough to have a strong onboarding process in place, you can use it as a platform for building a strong relationship with your new hire. But if you’re like most companies, you don’t have an onboarding process in place. In this post, I’ll share 5 steps for developing an onboarding process that will make your new hires feel valued and excited about joining your team.
Employee onboarding is a process that helps companies get new hires up to speed quickly. This can be done in a variety of ways, including training programs, mentoring programs, and in-person orientation. It can also be done online, such as by using video tutorials or eLearning courses.
Employee onboarding is important because it gives new hires a chance to learn about their jobs and the company culture, and it makes them feel welcome and comfortable in their pristine environment.
As a leader, I think you should know how to onboard new employees. Onboarding new employees includes three parts:
Here 5 steps to help you develop a valuable and excited onboarding process for new hires.
1. Understand Your Goals
A first step to develop a valuable and excited onboarding process is to understand your goals. Your goals are about your new hire's career growth. They will have different goals such as learning new skills, getting promoted, get a raise, etc.
So, let's start by looking at what you want. Are you trying to increase the quality of your workforce, decrease turnover rate, increase productivity, etc.? Once you know what your goals are, you will be able to prioritize what is important and what is not.
2. Set Your Expectations
Second, you should set your expectations. This is where you define what your new hire needs to do to hit your goal.
You might have a goal like "I want to increase the quality of my workforce". This means that you expect your new employee to learn new skills and grow his/her career.
3. Plan For Your New Hire
After understanding your goals and setting your expectations, it’s time to set a plan for your new hire.
You need to set the goals for your new hire that he/she will achieve in the first 90 days (about 3 months). It is important to keep in mind that every new hire is different, and you may have to adjust your plan.
4. Evaluate Your New Hire
The third step is to evaluate your new hire. This is where you assess your new hire’s performance and give feedback. You can evaluate your new hire through two methods:
Peer-evaluation is where you compare your new hire to the performance of a peer or an experienced employee in the same position. Peer evaluation will help you understand your new hire’s strengths and weaknesses.
Self-evaluation is where you assess your new hire yourself. You can measure your new hire’s performance by completing a 360-degree evaluation. A 360-degree evaluation asks you to evaluate your new hire from four different angles. You should evaluate your new hire from the following points:
You can ask your new hire for his/her thoughts on your new hire’s performance. You should also assess the new hire’s leadership skills, teamwork, communication, innovation, integrity, and creativity.
5. Make Your Goals Clear And Specific
The fifth step is to make your goals clear and specific. This is a critical step in deciding whether you have achieved your goal. You should have a goal in mind. You should know what your goal is before you start working on it. You will need to think about how you will carry out your goal.
If you've ever been in the business of recruiting, you know how difficult it can be to find candidates who are a good fit. The truth is, you're never going to find a perfect candidate. In fact, you may even end up having to hire people who aren't a perfect fit.
That's because there is always going to be some level of disconnect between what a potential employee needs and what you offer. So, if you're looking to improve your new hire experience, make sure to keep this in mind. These tips will give you a head start.
1. Show Them You Care
First impressions are everything. New employees are going to have a lot of preconceived notions about what the company is like, and it could turn off their interest if they don't see you as someone who genuinely cares.
Make it clear from the very beginning that you want to get to know them as a person. That means paying attention to the trivial things, like making sure you greet them by name, sending them emails and texts and making sure they feel appreciated at work.
2. Help Them Learn
Every new hire comes into an unfamiliar environment with their own skills and strengths. But that doesn't mean they're a good fit for your organization right away.
By helping your new hires understand what their strengths are, you give yourself the chance to decide whether they're the best fit for your team.
For instance, if they don't know much about the technical side of the business, you can show them how to use your software, or teach them how to do something on the job.
3. Give Them A Sense Of Ownership
When you hire someone, you're essentially investing in them and their future success. This means giving them opportunities to contribute as soon as possible, so they can get familiar with the organization and the culture.
When you assign them a project, you can start off small, like taking them through a new software feature.
When they've done well, you can give them more responsibility. When they've excelled, you can promote them.
4. Give Them Some Space
While you want to ensure your new hires feel like they're part of your team from day one, you also want to make sure they have time to build relationships with their colleagues and managers before they've officially joined the team.
That way, they're not spending all their time getting to know you and your company. And that can be a challenge if you have a large team and a tight deadline.
5. Don't Wait Too Long
New hires can be nervous when they start working. But they should be able to relax once they realize you genuinely care about their success.
You can tell they feel safe when you're transparent about what's expected from them and when you explain why certain decisions were made.
6. Supply Clear Training
No matter what type of job you have, there’s a lot that goes into it—and that includes training. However, it’s easy to assume that supplying training is only necessary for entry-level positions.
In fact, you should be training every member of your organization, including your senior leaders. This ensures that you have a solid foundation of knowledge and skill—all while boosting your teams’ overall performance.
You can use a variety of methods for training—from one-on-one conversations to video tutorials. However, one of the best ways to supply training is through mentorship.
Mentorship is a wonderful way to help your employees grow personally, and it can also help your company stay on track. Not only does it help your employees learn skills and develop innovative ideas, but it’s a wonderful way to promote diversity. It’s a win-win.
7. Create A Welcoming Environment
Now that you’ve trained your new hires, you need to give them the tools they need to succeed.
For example, if your organization has a team of developers, you need to make sure they have the right hardware and software. This will ensure that they can complete their work without having to ask someone else for help.
Similarly, if you’re responsible for sales, you need to make sure that your employees can easily access the information they need to sell effectively.
Finally, if your new hire will be working with customer service, you need to make sure they have the resources and information they need to help customers with their problems.
8. Provide Them With A Clear Career Path
This is crucial for any employee, but particularly true for a new hire. When someone joins your team, it’s important to make sure they understand what their goals are. Your employees should be given a clear path to take their careers to the next level, including details on how they can grow within your company.
Every software has a unique way of helping you and every tool has its unique features. But at the same
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