Onboarding Managers: Look beyond the New Employee Orientation Checklist
Onboarding programs should move beyond merely completing a new employee orientation checklist. Today, onboarding managers need to conduct a well-designed, centralized, and cohesive orientation program, well beyond the scope of a new employee orientation checklist.
Let us look at 6 ways of doing this while creating a great atmosphere where new hires feel that they are a part of something special.
1. Welcome Kit
Making good first impressions does not apply only to blind dates and clients; your new hire should also be at the top of the list. Put together a welcome kit and ensure that it reaches the new hire before the joining date. The kit should contain:
- Welcome Letter
- Directions to the office
- List of eateries and ATMs in the vicinity
- A schedule for Day 1
- Name and contact details of the assigned mentor
A continuously updated new employee orientation checklist should make this task easy for onboarding managers.
2. Day 1 Celebration
A small Celebration makes an employee feel welcome. The simple process of having the workspace ready with phone connections, PC/laptop, an email account, and a bag of chocolates communicates a great deal – especially on the first day. Involving senior members in team building activities and lunch with the team will increase the new hire’s comfort level.
3. Mentor Program
A mentor or buddy can act as the go-to person for the new hire and guide them through filling forms and understanding benefits and company policies. The role of the mentor should continue until the end of the new employee orientation program. Companies like Motorola give the mentors access to hiring data, which helps the mentor assist the new hire with necessary tools and resources required to make him/her productive from the start.
4. Share your Organization’s Goals
It is essential to share your organization’s goals for the near future and highlight the expectations from the new hire by defining his role in achieving this goal. Establish the fact that the employee and the employer grow together.
5. Focus on the Skill Set
All Employees, new hires and laterals alike are constantly, are looking to improve their skill sets. A clear roadmap with training programs scheduled during the coming months that are integrated well with the new hire’s performance management plan will indicate to the new hires that the company will take all efforts to increase their skill set and contributions in an organized manner.
6. Feedback /Input from the New Hire
A new employee orientation program is not a one-time event, but an on-going process. Feedback plays an important role here. Provide a timeline for the new hire indicating when and how his inputs will be taken. Ensure to act on the inputs given and communicate to the new hire that the issue is being addressed or has been solved.
Helping to create a great workplace is very appealing – especially to managers and leaders who are aware of the benefits that come with great workplaces. The Aberdeen Report 2010 survey revealed that the initial experiences of a new employee have a direct impact on an organization’s productivity and profitability. The report also states, “Make a good impression and you can be considered an employer of choice.”
The new employee orientation checklist is definitely a good start and onboarding managers would do well to adopt all or some of the above mentioned tips to enhance the onboarding experience.