First Impressions Count
Did you know it takes just 7 seconds for the human brain to form a first impression? While judging a new employer may take a little longer, the window for organizations to make a lasting impact on new hires is surprisingly brief. This crucial period can determine how well a new employee integrates into the business and whether they choose to stay or leave.
The employee onboarding period is more than a welcome—it’s a pivotal moment in the employee journey. Done right, onboarding sets the stage for success by welcoming new hires, embedding them seamlessly into the company culture, and equipping them to become productive, engaged team members.
Research by Glassdoor reveals that organizations with strong onboarding processes improve new hire retention by up to 82%, and new hire productivity increases by over 70%. Other benefits include higher employee engagement, improved morale, faster time-to-productivity, enhanced company culture, and lower turnover rates.
With so much to gain, let’s dive into 10 steps to building a strong employee onboarding program that makes an impact.
1. Define Your Onboarding Goals
Before embarking on any project, it’s essential to set your destination. Define the purpose of your onboarding program. Are you aiming to make new hires feel welcome and informed? Set them up for long-term success? Increase retention?
Pro Tip: Align your onboarding goals with your company’s core values and business objectives. This ensures your program stays focused and meaningful.
2. Create a Comprehensive Onboarding Plan
Once you’ve pinpointed your goals, it’s time to map out how you’ll get there. Develop a detailed plan outlining key steps, timelines, and responsibilities. A structured plan ensures consistency and leaves no room for guesswork.
3. Pre-Boarding: Set the Tone Before Day One
The onboarding journey begins before the employee’s first day. Take these steps to make a great pre-boarding impression:
Send a personalised welcome email.
Share important documents and set expectations.
Ensure their workspace and equipment are ready.
Invite them to team socials or upcoming company events.
A pre-boarding checklist can help you stay on top of these details, ensuring no task is overlooked.
4. Assign an Onboarding Buddy
Pair new hires with a seasoned team member who can act as a guide, answer questions, and provide insights into the company’s culture. A buddy system fosters relationships and helps new employees feel supported from day one.
5. Plan a Smooth First Day Experience
First days can be nerve-wracking, so aim to make them as seamless as possible:
Ensure paperwork, equipment, and access to systems are ready.
Provide a structured schedule for their first week.
Introduce them to key personnel, including their manager and onboarding buddy.
Schedule team icebreakers, lunches, or virtual meetups to help build rapport.
6. Conduct a Meaningful Orientation
An engaging orientation helps new hires understand your company’s DNA. Include:
A brief history of the company.
Its mission, values, and goals.
Key policies and the organisational structure, with a focus on how their role contributes to company objectives.
Make it interactive and tailored to their specific role or department for added impact.
7. Provide Effective Training
Even the most experienced professionals need guidance on "how things are done here."
Offer a robust training program that covers:
Role-specific skills and expectations.
Access to ongoing learning resources.
Short- and long-term development goals.
Investing in training shows your commitment to their success.
8. Set Clear Expectations and Performance Goals
Clearly outline what’s expected of your new hire. This includes day-to-day responsibilities, performance goals, and how their contributions will drive team and company success. Transparency builds confidence and focus.
9. Gather Feedback Regularly
Check in with your new hires weekly or biweekly during their first three months. These conversations allow you to:
Address concerns and offer timely support.
Collect valuable feedback on their onboarding experience.
Use their insights to continuously refine and improve your onboarding process.
10. Measure Onboarding Success
Evaluate whether your onboarding program achieved its initial goals.
Key metrics to track include:
Time to productivity: How quickly new hires reach expected performance levels.
Engagement scores: Measure enthusiasm and commitment.
Retention rates: Especially within the first year.
These insights will help you identify strengths and areas for improvement in your program.
The Bottom Line
Building a strong employee onboarding program isn’t just about welcoming new hires—it’s about setting them up for success, building engagement, and ultimately driving retention. By following these 10 steps, you can create a seamless and effective onboarding experience that benefits both your employees and your organisation.
What’s your experience with onboarding programs? Share your thoughts or let us know how you plan to enhance yours!
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