Welcome Onboard: How to Get Employee Onboarding Right
Employee onboarding isn’t just a box to tick. It’s the crucial first step in integrating a new hire into your organisation. When done well, onboarding boosts engagement, accelerates productivity, and reduces turnover. Yet, many organisations fail to give onboarding the attention it deserves, treating it as a quick induction rather than a strategic process.
Here’s an in-depth look at how to get employee’s in to your business correctly and ensure your new hires feel valued, equipped, and ready to thrive.
Why Onboarding Matters
Studies show that a strong process can improve employee retention by 82% and boost productivity by over 70%. The first few weeks of an employee’s journey set the tone for their experience in the company, influencing:
- Engagement: Engaged employees are more committed and contribute more effectively.
- Alignment: A well-structured process ensures employees understand the company’s goals, culture, and values.
- Confidence: Employees who feel supported and informed are more likely to hit the ground running.
Failing to prioritise onboarding risks creating disengagement, confusion, and ultimately, higher turnover.
Key Steps to Effective Onboarding
1. Start Before Day One
Onboarding begins before the new hire sets foot in the office (or logs into their first virtual meeting). Pre-boarding can ease first-day nerves and set the right expectations.
- Welcome Pack: Share a digital or physical welcome kit with essential company information, a personal welcome note, and any necessary tools or equipment.
- First-Day Prep: Provide clear instructions on what to expect on day one, including who to meet and what to bring.
- IT and Access Setup: Ensure the new hire’s workstation, email, and tools are ready to go from day one.
2. Create a Structured Onboarding Plan
A structured process ensures consistency and covers all critical areas. Your plan should include:
- Role Orientation: Outline key responsibilities, performance expectations, and success metrics.
- Company Overview: Share insights into the organisation’s mission, values, and culture.
- Team Integration: Introduce them to colleagues, team structures, and workflows.
Consider using an onboarding checklist to keep everything on track.
3. Focus on Culture and Connection
Beyond processes and tools, onboarding is a chance to integrate new hires into the company culture. Help them feel like they belong by:
- Introducing Key Stakeholders: Schedule meetings with team members, leaders, and cross-functional colleagues.
- Encouraging Socialisation: Organise informal events or virtual coffee chats to build relationships.
- Showcasing Core Values: Share real-life examples of how your organisation lives its values.
4. Provide Training and Development
New employees need the skills and knowledge to succeed. Ensure you provide:
- Role-Specific Training: Equip employees with the tools and processes needed for their position.
- Compliance and Policies: Cover essential policies like health and safety, data protection, and workplace conduct.
- Ongoing Learning Opportunities: Introduce employees to development resources and encourage a growth mindset.
5. Use Technology to Enhance Onboarding
HR tech can streamline onboarding, especially for remote or hybrid teams. Consider using:
- Online Portals: Provide a centralised hub for training materials, FAQs, and welcome videos.
- Collaboration Tools: Use platforms like Slack, Microsoft Teams, or Zoom to foster communication.
- Automation: Automate repetitive tasks like form-filling to focus on meaningful interactions.
6. Gather Feedback and Continuously Improve
Any process should evolve based on employee feedback. Regularly check in with new hires to understand their experience and identify gaps in the process.
- Surveys: Use post-onboarding surveys to collect insights.
- One-on-Ones: Schedule check-ins at 30, 60, and 90 days to discuss progress and address concerns.
- Iterate: Use feedback to refine and enhance your onboarding programme.
Common Onboarding Mistakes to Avoid
- Overloading on Day One: Avoid bombarding new hires with too much information at once.
- Ignoring Cultural Integration: Focusing only on processes without fostering connections can leave employees feeling isolated.
- Lack of Follow-Up: Onboarding doesn’t end after the first week. Ongoing support is essential.
- Being Unprepared: Nothing says “you don’t matter” like arriving to find your desk or equipment isn’t ready.
Measuring Onboarding Success
To understand the impact of your process, track key metrics such as:
- Time to Productivity: How quickly new hires reach full productivity.
- Retention Rates: Retention of new employees in their first year.
- Employee Feedback: Satisfaction levels with the onboarding experience.
Final Thoughts
Getting employee onboarding right takes time and effort, but the rewards are worth it. A well-executed onboarding programme sets the foundation for engaged, productive, and loyal employees. By focusing on preparation, connection, and continuous improvement, you can create an onboarding experience that leaves a lasting positive impression.
Welcome your new hires with a process that shows them they’re valued—and watch your organisation thrive.
OUR FOCUS ON LONG-TERM PARTNERSHIPS
At re:find we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.
We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.
We are committed to providing our clients with the highest quality service. We take the time to understand your organization’s culture and values, as well as the specific skills and experience needed for each role.
For more information on our guide to executive search please get in contact with our Director, Carl Hinett
