Companies with an efficient employee onboarding have a higher employee engagement and retention and find it easier to attract talent.
Every organization strives to hire la crème professionals and provide them the best possible experience as their employees. That’s where onboarding enters the picture.
Defined as the process that ensures employees not only start working for you on the right foot but also remain engaged throughout their tenure, onboarding is a must.
A report by the Boston Consulting Group ranked onboarding processes as having the second-highest impact for an organization among all other HR practices. Therefore, you must implement solid procedures to engage new hires way before their first day of work.
In this article, we lay down 6 best practices for employee onboarding.
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1. Be culturally inclusive
Cultural inclusion is important to make your employees feel like a part of the company. Companies can make a new joinee feel that they belong there not only by introducing them to their co-workers but also to executive management like CXOs.
Every organization has its own culture and traditions that are unique to them. Popular streaming services provider Netflix does a great job of making their employees feel included. They have a separate Culture page that talks about the values of inclusion, collaboration, integrity, and notice periods that are followed at Netflix.
2. Take mentoring seriously
Not enough is spoken about how much difference mentoring a candidate in their early days can make. Organizations can allocate a personal mentor to every new hire to enable them to learn the workings of the company and ease into their jobs
Quora sets a great example in mentoring its newly hired employees by providing them mentors. These mentors work alongside the new hires and help them solve problems, make decisions, and familiarize themselves with Quora’s workplace culture.
They have created an internal onboarding portal for new team members. It has information that the new hires need to know, including security policies, tech talks, and employee benefits.
You can read more about their onboarding policy in this article – here.
3. Enable a people-first experience
Most new hires are already nervous on their first day of work. Settling into a new environment, with new people, and a different atmosphere takes some effort. Organizations must work towards making their first-day smooth and pleasant.
For example, DigitalOcean makes the first day for their new hires an exciting one by arranging balloons at their desk, a bottle of champagne, and a handwritten note.
That would make anyone feel welcome, right? In addition, they have written a blog post on “How we created a people-first hiring experience.”
They have a culture video that gives a brief idea about what it is like to work there. Watch here:
4. Ensure a proper knowledge transfer
From the time a candidate accepts the job offer until they arrive on their first day of work, a lot of effort is put into making sure that they are prepared to do their job well.
For example, social media giant Twitter makes its onboarding process as welcoming and productive as possible by following a series of 75 steps that they call ‘Yes to Desk.’
The goal of the onboarding practice is quite simple: make sure the desks are set up, email addresses are created, and documents explaining job expectations are available the moment new employees come to work on their first day
Pinterest is another company that has an interesting onboarding process called ‘Knitting’ in which they encourage new hires to interact with each other, and introduce themselves to their teams. It’s a great way to break the ice with new colleagues.
Their career page has videos where you can hear from the employees what it is like, to work at Pinterest.
5. Implement a buddy system
A commonly adopted system in most organizations, the buddy system enables new hires to have a co-worker in the form of a mentor or buddy to guide them through their initial days in the workplace. The practice also applies to companies with employees working remotely.
Buffer, a social media company, introduced a six-week Bootcamp period, wherein the new hires are allotted three buddies: a Leader Buddy, a Culture Buddy, and a Role Buddy to help them ease into the job.
Along with this, they have a blog “Open Blog” dedicated to the culture at Buffer.
6. Organize an orientation program
Orientation is the most commonly practiced onboarding process in organizations across the globe. Your company can make this a more interactive session by giving new hires a tour of the office campus, encouraging them to interact with their co-workers, and so on.
LinkedIn has designed a 90-day onboarding program for its new hires to make them aware of the company practices and cultures. Helpful documents are shared with them to resolve any first-day concerns, and acquaint them with their social media strategy (#LinkedInLife).
Set up a personalized onboarding process today!
Make your organization’s onboarding process more productive and effective by personalizing the process for each team or department. Because every team deals with different aspects of the job, personalizing the experience makes more sense than a centralized approach.
Don’t shy away from experimenting with the process, and keep on improving it for as long as you need it. Your new employees need your support to do a good job, and you can ensure that by being proactive on their first-day itself!