You’ve just hired someone who you think can make a real difference to the team and the organisation – so don’t stay quiet about it. Announce it to the world (or at least the team) that someone is about to join you. Give the team some insight. Who the person is, what they’ll be doing, when they’re joining and how you can connect with them. Get your team to help create the new employee’s onboarding experience
Don’t leave it all to your new employee to build relationships at work – so you need to start with a little nudge.
Throw a morning tea or get everyone together for lunch. As a result, this helps break the ice and allows for your new hire and the team to share more about themselves.
Onboarding New Employees:
It’s surprising the number of times new employees join a team with little or no fanfare. Hiring managers don’t spend their entire time onboarding new employees, and so often get caught up in the day to day and forget about the little things that make new employees feel welcome. Try some of these things and as a result, create a consistent, engaging and memorable welcome to the team and organisation
- Automate processes and notifications to trigger reminders to hiring managers to make a call and introduce themselves before their new employee starts
- Have checklists on everything that needs to be done to prepare for a new employee including technology setup, security clearances and initial meetings to set expectations
- Frequently schedule corporate induction sessions to provide more information about the organisation, its customers, culture and goals and automate invitations to new employees who have recently joined.
- Ensure that your new employee fully understands their training plan, who to go to for support and how they can access information around organisational processes and policies.
Getting onboarding right is so important to a new employee’s time to competency. Therefore, it’s important that they feel comfortable from the outset.
Here are FIVE things every new employee wants to know
Company Culture – values, attitudes and goals
What kind of culture does the organisation embrace? What is the vision and mission statement? Does your organisation value competitiveness and/or creativity? Is the organisation people-oriented or result-oriented?
People – Boss & Colleagues
A supportive network of colleagues and an understanding boss would be a welcomed environment. Knowing who your manager is and who’ll be a part of your team. Who is their tenure with the organisation, their strengths and passions, as well as
Workload & Expectations
Does the organisation have a policy on flexible working arrangements to help employees achieve a work-life balance? Are there flexible rostering options, flexible working locations and job-sharing opportunities available?
Progression vs Stability
Does the organisation encourage promotion from within? What is the frequency of promotions for employees in similar positions? What is the attrition or turnover rate of your future department? Or alternatively, is stability more important to you than prospects. What matters most is that your employee can make an informed choice based on what the organisation has to offer.
What fringe benefits or perks does the organisation offer? Do they offer salary sacrificing? Purchasing additional leave? Discounted shopping, child care benefits, transportation benefits, reward and recognition programs? Training programmes and retirement benefits to name just a few?