Even if you’ve hired the best candidate, they’ll need training, orientation, and other onboarding necessities. If you skip the onboarding process, you’ll just continuously end up back at stage one. Some top ten tire manufacturers to this day still have unsatisfactory onboarding. New employees should arrive to logins already created, business cards already printed, company shirts already ordered, etc. The experience of onboarding can cause some employees to jump ship and not make it past the first 90 days.
Avoid common onboarding mistakes with these easy steps:
Come up with a plan
Each department should have a step-by-step plan for integrating new hires seamlessly into the team. An actual SOP (Standing Operating Procedure) documented should be required for each area. Every new hire will be different, but work to have a basic process to get them acquainted with their team members and your procedures. Make sure you include:
● Company Training Manual
● Schedule of Work
● Written Explanations of Processes & Procedures
● Sales Goals
● Plan of Work Expectations
● HR Manual
● Systems Training Materials
Meet & Greet
Greet your new employee at the door on their first day. Make sure they are introduced to team members of their department, managers, and other department members. Work from the inside out, with their own team members and managers first, then other departments. Make them feel welcome from their first day and you’ll gain their loyalty and trust.
Your newest employee might have a wealth of knowledge and experience, but you should never assume they know everyone or everything. Work with them to see what they know and what might need to be trained or explained.
Check-Ins & Check-Ups
Part of your onboarding plan should include periodic visits from the hiring manager, department head, and CEO. Check to see how they are getting along with their new position. Stop future issues and create loyal employees by making sure the employee knows they are respected and valued.
Provide a Mentor
Every new employee should have someone mentoring them as they learn the ropes. Designate someone within the department to be a guide for your new employee. Make sure mentorship is considered a privilege and not a chore by rewarding successful mentors. Pair up people who share interests or experiences and work closely with the mentor to see how the new hire is working out.
Onboarding Programs Promote Long-Term Hires
New employees are more likely to stay at your company and work well with your team when they’ve gone through the onboarding process. Don't let them become just another face in the crowd.