Phrases like “starting off on the right foot” or “you only have one chance to make a positive first impression” exist for a reason – because they are true. They are never more true than when a new employee starts a new position with a new organization. That first day, week, or month can either be a set up for success or a setback that is often irreparable. Everyone, candidates and companies alike, are on their best behavior during the interviewing process. There is a lot of time, energy, and resources spent on wooing and recruiting top talent and getting them across the finish line. But what happens when the candidate finally accepts the offer, shows up on the first day, and is met with disappointment rather than delight?
Whether it’s the first day of school or the first day on the job, it is not an easy day. It is filled with stress and anxiety and the responsibility of making those first few days a positive experience lies firmly with the organization. Without an intentional and proactive onboarding process, new employees are often left with feelings of regret and disillusionment – “This is not what/how I thought it was going to be,” or “I’ve made a big mistake!” The biggest mistake is actually made by companies that drop the ball when it comes to onboarding and the price is high. When disillusioned employees leave it costs organizations one-half to 2x/annual salary not to mention the negative impact on team morale, the confusion it causes with clients and customers, and the loss of knowledge or expertise as it walks out the door.
ON Point works with organizations to ensure the onboarding process for their employees, especially highly recruited and sought-after executives, is positive, personalized, and is a proven process for a successful start.
Follow the ON Point Action Plan to ensure that your onboarding best practices are a set for success not failure.
7 Steps for a Successful Onboarding Process
Prep & Pre-board – send them company info, employee handbooks, org charts & necessary paperwork to review, sign & ask questions in advance of day one
Pack a Package – make them feel welcome with a personalized package filled with company swag, business cards & other items that reflect the culture
Tee It Up – create an itinerary of events, activities, 1:1s & team meetings for the first 30 days including who will be attending, titles & purpose of the meetings
Make it High Touch – managers greet new employees when they arrive, show them their desk, make introductions, find them a buddy, take them to lunch & keep checking in
Tackle the Technology – have an IT team member ensure their new computer is up & running, can easily log in & access programs & is a resource for any questions
Establish Expectations – clearly communicate expectations for the first 30-60-90 days, define what success looks like & provide real time feedback along the way
Visit Virtually – don’t allow out of sight to be out of mind; successful onboarding needs to be even more intentional, frequent & inclusive for new remote employees
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