On-boarding is a crucial process. A successful on-boarding program helps make new employees feel welcome, accelerates a new employee’s contribution and productivity, reduces the risk of turnover and improves customer/client satisfaction.
However, many organizations don’t have a comprehensive on-boarding program. Most companies have a good orientation process, designed to welcome a new hire on the first day. We recently wrote a couple posts on how to master the orientation and ensure a great first impression: Orientation: The First Step to Successful On-Boarding and Three Steps to a Successful New Hire Orientation.
But orientation is only the beginning. True on-boarding extends well beyond the first day: the entire first year of employment is an opportunity to educate the new hire and ensure that he or she has the resources and knowledge necessary to be a valuable, long-‐term team member.
Here are some further key steps to ensuring a new hire’s successful transition into your organization. If you’d like to develop a customized on‐boarding process for your company, we’d be happy to help.
It is critical that one of the senior executives, if not the CEO or President, review the following or provide the following documents with a more in-depth discussion
Knowing the business should be the first priority since that knowledge lays the foundation for everything. Establishing goals and involving this person in heading up key initiatives is important. Consider the following:
Make sure you review your on-boarding plan with the new hire, and use it as a check-in document and guide throughout the first year. Plan and execute an effective on-boarding plan like this one, and your company will see great dividends. For more tips on orientation and on-boarding, download our free whitepaper On-Boarding: An Investment in Your Team.
Any questions or comments? Leave a message in the comments below or contact us to learn more on how we can help with your company’s on-boarding procedure.