For the last quarter, we’ve spent time exploring tips and tricks for navigating an employer-driven market - and with any luck you’ve found a great match! So you’ve said yes to that next job or that new hire - what now? Let’s talk about onboarding!
The onboarding process is a critical stage in any new hire's journey. A well-structured onboarding program helps employees acclimate to company culture and build relationships, and can provide the tools and knowledge necessary to perform their jobs effectively. The first 90 days are crucial for the new hire and the team they are joining. For the new hire, it sets the foundation for future performance and their relationship with the company, and for managers, it can establish trust, clarify expectations, and foster an environment where the new hire can thrive.
We’ve seen onboarding programs of all shapes and sizes, so if you just made a great hire, here are some easy steps you can take to build an onboarding plan that will set your new employee up from success from day 1.
Coordinate with your HR or TA team. There may be a new hire orientation program that’s standard for every new hire to attend, and it’s critical to add that to your new hire’s training agenda. If there isn’t something formal, your HR and TA teammates are more than likely happy to help you build an onboarding plan.
Build a detailed Day One and Week One agenda. Set up clear times for systems training, product training, and other role-based training, and set up meetings for the new hire with key people that they need to know. Make sure they are invited to team meetings, project meetings, and other events that will help them learn about company and team norms. A balance of formal training sessions, one-on-one meetings, and time to shadow experienced team members will help your new hire feel both informed and supported.
Partner your new hire with a tenured teammate. It’s much less intimidating to ask questions to a peer than to your supervisor. This peer mentor or “buddy” can offer informal advice and guidance during the first few weeks, and serve as the person who helps your new hire learn more about team dynamics.
Share documentation. Many people learn well by seeing procedures in action, but many people like to learn at their own pace. Share any files you have that might help your new hire with self-led training as they get acclimated. Make sure to explain the documentation and files, and set expectations around their use. Missing that step could cause confusion or feel overwhelming to your new hire.
Set clear, attainable goals. In the first week, share your short- and long-term expectations for the role with your new hire, and work with them to break deliverables down into weekly milestones for the first 90 days. Having clear expectations for their first 3 months allows your new hire to track their progress and feel a sense of accomplishment. You can also use these goals as a foundation for regular check-ins, where you can provide feedback and make adjustments as needed, giving them a sense of your management and communication styles.
Encourage questions and ask your new hire their thoughts on what is or isn’t working for them. Regular check-ins help your new hire stay aligned with your expectations and offer you insight into areas where they might need additional support or resources. These sessions also build trust and rapport, ensuring a deepening relationship between you and your employee.
Onboarding doesn’t have to be complicated - ultimately, building a structured plan helps your new hire gradually absorb key aspects of their new role and better understand company and team dynamics. It’s a unique opportunity for managers to provide consistent feedback, answer questions, and ensure that their new hire feels supported. By setting clear goals, offering mentorship, and fostering open communication, managers can help new employees build confidence and a sense of belonging, which leads to long-term success.
If you need help building a better onboarding experience for your new hires, SymphonicHCM can help. Follow us next month for tips on how to set yourself up for success if you’re the new hire!
Comments