Employee onboarding
Looking for a new employee is stressful enough, but don't sit back and relax when you finally hire someone. How you handle those first few months - some say years – after a new employee comes on board could impact retention and that employee's success. Here are three ways to ensure new hires feel welcome, appreciated and part of the company culture:
Have a written strategy in place. Effective onboarding takes more than just an office tour. “Making new employees feel welcome will result in high employee loyalty and retention and will be reflected in your bottom line,” said Harvey Deutschendorf in an article at FastCompany.com. Everyone should be involved in making the new hire feel welcome with a specific role, whether it's a lunch buddy or an assigned mentor. All new hires should be asked if anything more could be done to make new employees feel more comfortable, and these things should be considered in the strategy, Deutschendorf writes.
Don't rush things. A key mistake, says Sujan Patel of Forbes.com, is throwing new employees into the mix too soon. “I know you need your new hires to make a difference right away. But if you rush the training process, you're going to wind up with frustrated employees who never feel fully comfortable in their roles,” he says.
Know that orientation and onboarding are not the same thing. “Retention statistics from … the Society for Human Resources Management show that turnover can be as much as 50 percent in the first 18 months,” writes Val McDonough in an article at PeopleAdmin.com. That turnover costs money. She believes a sound onboarding process should take one to two years. “Seamlessly transitioning the candidate through the new hire and onboarding experience, then into the performance management process, matriculates the new employee and ensures success,” she writes.
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