Too many companies neglect to have a comprehensive plan for their onboarding process for new hires. There are many reasons for this, but the reality is that a solid onboarding plan can do wonders for both productivity and employee retention.
Research shows that an effective onboarding plan can help: 91% retained Meanwhile, a strong strategy can also help your team increase productivity by 62%.
Many companies admit to having to plan their new employee onboarding in advance, but are guilty of planning new employee onboarding during a large period during the new employee’s first week. There are many companies that are.
A successful candidate’s first day can get a lot of attention among the HR team, but competence and job confidence aren’t established in 24 hours, and it takes a very long time to carve out a career path. important first week is very important. long term success.
With this in mind, let’s take a look at seven key ways HR professionals can manage their first week in a new employee role.
1. Pair new hires with mentors
One of the first actions to take will center around setting up a mentorship program. This helps new hires overcome many challenges in an unfamiliar company and also helps them build new relationships at work.
Mentorships are a quick and inexpensive way for employees to build trusted connections during the onboarding process and leverage mentors to resolve issues not covered by the broader onboarding plan. is.
Here are some ways to set up a mentoring program for new hires: some measures What you can take:
- First, identify existing employees who would be good mentors for new hires based on the new hire’s personality match and ambitions.
- In addition to this, it’s worth training your employees on some simple coaching strategies beforehand.
- Communicate continuously to make sure new hires are enjoying pairing with their mentors and are continuing to learn from them.
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2. Create a welcome email for your staff
One great approach to onboarding new hires in their first week is company-wide email Introduce an existing employee to the candidate with their name, photo, role, and relevant and irrelevant facts.
This will be a fun challenge for new hires. A new employee can be challenged to come up with three interesting facts about himself to include in his email.
The purpose of this approach is to introduce the new employee to the entire company without having to walk the new employee through the office in person. It also serves as a great ice breaker when meeting colleagues for the first time.
3. Set clear expectations and goals
Many HR managers will naturally be wary of putting new hires on the bottom line, but they’re giving too little work to employees who are likely conscious of keeping busy in their environment. Doing so can have adverse effects.
Contact employees on the first day of the onboarding process to establish expectations for the day and goals for the week ahead. Here I can explain how his initial work week was different compared to when he was getting used to the job, plus he needed more to make sure he was learning while staying productive. You can also repeat important points about taking your time. .
4. Introduce employee benefits
Your first week of onboarding shouldn’t just be about setting expectations and building your team. Covering some of the job perks is also a great way to give yourself a little extra motivation right from the start.
While workplace benefits vary from company to company, these are not directly related to onboarding, so some employees may go weeks or even months without benefits.
If you have set up a discounted membership scheme with a local gym, or if you have discount programs for various retailers, be sure to let your new hires know. Even better, being able to provide new hires with access to free medical services, such as private medical appointments and optometrist appointments, could help uncover potential problems that could affect their work. There is a nature.For example, did you know that 1/4 of office workers They often neglect their eyestrain, but it can be very good for them to know that their new company will support them from day one.
Benefits may also come in the form of a medical insurance plan, and if you can find a local store that offers sight insurance or other medical benefits, the first week is a great time to advertise it.
5. Start a conversation with your employer at the end of each day
Different employees have different levels of comfort and confidence when entering a new workplace. But few people consider informal chatting at the end of the day to be annoying.
So many things are possible here easy check in Talk to your employees before you leave and ask them how their day was and if they have any concerns or questions.
You’ll be paired with a mentor for the first week, but you may be more open with HR people, especially those you meet through the interview process.
Best of all, having a quick conversation with your new hire at the end of the day can help them feel more supported within the company, further boosting their sense of belonging.
6. Set up work lunches with different teams
Another great way to ensure new hires have the best chance to adapt quickly to their new environment is to: prepare lunch With different team members and groups.
These lunches can take place outside the office, helping employees find new places to spend time outside the office and quickly establishing comfortable social groups within the office.
7. Looking back on the first week
Finally, at the end of the first week, set up a meeting with the new hire to discuss how their first days on the job went.
This gives them the opportunity to: express concerns early Or you can ask questions based on your observations from the previous week.
First impressions are very important when starting a new company, and for many employees, the first day in a new environment can be daunting and confusing. This is why his comprehensive onboarding plan for his first week on the job is so effective.
When creating an onboarding plan for your company, be sure to cover the entire first week and beyond. This approach can be key to creating a more functional work environment in which new hires can thrive.