Written by Irina Kashina.
Are you an HR professional looking to discover the secret to transforming new hires into thriving assets for your organisation? Are you a line manager searching for ways to improve your onboarding practices for your new team members? Are you a new starter looking to expand your knowledge and get prepared for what’s to come on your first day? Well, all of you are in for a ride! Today, I invite you to join me in exploring the methods that allow a seamless integration of a new joiner into the organization. Let us embark on this journey together, guided by a shared commitment to excellence and growth.
It’s safe to say that in our eyes here at Greentube there are 5 pillars of a successful onboarding journey: well thought-out pre-onboarding phase, personalized welcome, structured first day program, buddy and mentor programs and regular check-ins. Let’s discuss them one by one.
It all begins after the offer is accepted. Pre-onboarding is vital because it lays the foundation for a seamless onboarding experience by addressing administrative tasks and engaging new hires before their official start date. By streamlining processes and fostering early engagement, pre-onboarding contributes to a positive employee experience and facilitates a smoother transition into the organization.
The next and the most common point is the personalized welcome of the newcomer. Here, we don’t just talk about a warm greeting of the new joiner in-person, but about providing a welcome kit/personalized messages from team members or leaders/a guided tour of the workplace. Any and all of those points can really break the ice and improve the experience because as we know, percentage of resignations on the first day is very high which often stems from feelings of disconnection or uncertainty during the initial stages of employment.
(C) Pexels – Cottonbro Studio
Next, a well-planned, well-structured first day can leave a great impact on the newcomer’s impression of the company and the organization skills of HR professionals and managers in particular. Here is our advice on what to include in the first day program:
Thirdly, we believe it is crucial to implement different buddy/mentor programs. Pair new hires with experienced employees who can serve as a go-to person for questions, support and guidance during their initial days and weeks.
Why is it important?
(asked no one ever)
Well, there are some benefits to these practices:
Lastly, the check-ins. Having feedback sessions 1 month and/or 3 months after the start date can really help the employee feel like they have space to address any concerns or questions they may have and ensure they are adjusting well to their new roles and the company culture.
With these 5 easy steps, we can ensure that our new joiners are happy, engaged and supported.
(C) Pexels – Fauxels
Additional tips for managers.
What should I remember if I am the one starting a new role in a new company?
In conclusion, effective onboarding practices are not just a checklist to be ticked off. They are the cornerstone of a successful and thriving organization. By investing time, effort and resources into crafting a thoughtful onboarding experience, HR professionals have the power to transform new hires into passionate advocates for their company’s mission.
[1] Every New Employee Needs an Onboarding “Buddy” Harvard Review
The Impact of Buddying on Psychological Capital and Work Engagement Research Gate