Onboarding - Do it Right and Save A lot of Costs!
Are you recruiting for 2021? Time to make onboarding a priority.
January is right around the corner (Uh oh, I need to get Christmas presents), and many of you will be searching for your new hires to kickstart next year. Most businesses want to start 2021 off great, leaving the struggles of 2020 behind.
Co-Founders and hiring managers will spend time and effort trying to source and recruit the best possible candidates but getting a new superstar onboard is only the first box ticked.
Implementing a strong and effective onboarding structure is mandatory in order to make new employees feel settled in their workplace. As we all strive to create high-performing working environments, the standards you set as a business early-on in a new hire's career is going to underpin their performance and learning curve.
Why is Onboarding so Important?
Would you go to battle without wearing a full coat of arms?
Onboarding involves a lot more than just welcoming and integrating new team members into the company environment.
Too many startups (and scarily even very established businesses) see this as a nice to have… and it’s not!
While you may be reading this and thinking that you will, of course, introduce your new hires and familiarize them with everything, it is important to note that 60% of companies do not set clear milestones or goals for new employees, so how can you ensure you are in the 40%?
When we all begin a new career or job, we want to feel like we have a purpose; which in turn motivates us to succeed. A lack of direction, training, and coaching will over time result in us having little or no motivation to succeed.
How Long Should Onboarding Take?
Most sales superstars are not going to give you an ROI within the first 3 months. As a result, it is crucial to spend these three months appropriately by providing a solid training and coaching structure so they can use their onboarding as the springboarding to success.
What is every company’s worst nightmare when onboarding someone? Repeating the same process again and again after a failed hire. It is all too easy to blame the new recruit, but have we spent enough time reflecting on our own performance as leaders?
Did you also know that without onboarding, it can take employees up to one year to reach their full potential? No startup can afford to wait a year for a return.
A good onboarding program not just crucial for that employee’s success, it crucial for your whole business. Remember, one bad sales hire could make the difference between success and failure.
Before the Starting Day
Send an email to your new team member welcoming them. Include any necessary information before their first days such as timetables, company information/handbooks, or location of the workplace. You should also send an email to employees informing them that there will be a new team member and let them know how they can help.
Organize everything possible for your new employee. Even the most confident people feel nervous about starting a new job. Consider setting up their email address, and all the necessary portals or accounts that they need access to before their arrival. Giving them all the information that they require in a saved file will prevent them from having to figure out the basics for days after joining. Make the process a little easier for both of you by organizing as much as possible beforehand.
The First Couple of Days
Delegate a team member in the same or similar role to act as a mentor for your new employee. Ask them to provide an office tour, showing the new hire where everything is.
Ensure your employee’s workspace is set up with all the necessary equipment/stationary/supplies. Avoid leaving the employee to figure out where they are expected to sit. Having their space already prepared will allow them to settle in faster, and will enable them to feel confident and productive knowing that they have a place.
Set aside a day/couple of hours to discuss company benefits, policies, office conduct, paperwork etc.
Separate time should be allocated to discussing the job role itself, along with goals and expectations.
Ensure the employee is invited for coffee or lunch with colleagues/managers in order for them to meet everyone in a more informal manner.
Hold regular meetings, allowing the employee to address any concerns and ask questions. You can use this time to also gain an insight into how they are progressing with settling in and adjusting to the role.
The First 6 Month Period
Over a 6-month period, regular meetings should be held where training, coaching and feedback will be provided for the employee. Keeping new- employees motivated and informed during their first 6 months on the job will reduce the likelihood of employee retention. A strong training and support system will able employees to feel confident and happy in their role.