Onboarding isn’t an event. It’s a process, and it starts even before you new hire starts their first day. Root Inc. states that an efficient onboarding program is meant to introduce employees to the work culture, and that can lead to higher retention rates. Not only that, but consider what TalentWise also found:
- 19% of companies with an engaging onboarding program retained 91% of their first-year workers
Employees don’t wait for years to make their decision on whether to stay or not. They decide within their first few days. So give them a great impression of your organization from the get-go. Here are seven things you need to do before you new hire’s first day:
Welcome packet: Don’t wait until the first day to introduce your organization. Send your new hire a welcome packet that includes the latest articles about the company, a fun personal note, and maybe even a card signed by everyone on their team. This gives your new hire a sense of the company’s culture, shows them where it’s headed, and of course, makes them feel welcomed.
Paperwork: Benefits, contracts, anything else that needs signing — make sure you get these out of the way before day one. These documents take time to read over and understand, so why waste time on the first day doing paperwork when you could be training or introducing your new hire to the organization?
Culture video: Send them a video that highlights your organizational culture. Get testimonial from current employees, showcase fun activities, and the everyday activities of the workplace. This is a fun way to introduce the culture to your employee and get them amped up to start their first day.
Company directory: Send your new hire a directory for all the people in your organization, and don’t forget to tell them know who they’ll be reporting to. If you don’t have a directory, consider sending them a list of people on their team that includes little fun tidbits like the person’s title and favorite hobby. This will help your new hire get familiar with people they’ll be working with.
Learning plan: Create a 30, 60, 90-day plan. Lay out the tools, skills, and tasks that your new hire will need to learn over their first 90 days. That way, you’re designing a strategic plan that will set your newbie up for future success.
Assign a mentor: And in order to implement that 30, 60, 90-day plan, you’ll need to assign a mentor. This employee will help train your new hire, and they’ll also be the go-to person for any questions, feedback, or check-ins.
Fun questionnaire: Have them fill out a questionnaire with fun questions like “What’s your favorite food for lunch?” or “What do you like to do on the weekends?” And then send their answers to your team. Your current team members will have some interesting talking points to bring up when they talk to the new hire.
A great employee onboarding program is all about looking at long-term effects. By starting the process before the new hire begins, you’ll be giving them an awesome impression of your organization, and they’ll be excited to start their first day.
- Everything You Need To Create A Rocking Employee Onboarding Program
- Extend Employee Onboarding To Increase Productivity