BlogsRedesigning On-boarding: Innovative ideas to engage and support new employees
July 25, 2016, by Ryan Miller
We all know what it feels like to start a new job; the intensity of your learning curve, and the socialization frustrations as you attempt to become part of a new team are just some of the challenges. As an HR leader, your on-boarding program helps to set the tone for new employees and determines how quickly and efficiently they get up to speed in their new position. Training and on-boarding are extremely involved and important activities, we want to be sure your process is engaging and focuses on the correct goals.
An innovative approach to on-boarding encourages socialization for new hires. New employees that feel part of the team are more likely to be productive and stay with the company for longer. Spend time encouraging friendships, clarifying roles and expectations, and planning activities that focus on team building. You’re creating a strong team of people that must interact on a daily basis for many hours, new hires need to feel part of that team from Day 1.
Providing early career support helps to build a committed team, but also a highly skilled one. Don’t wait until your new hire’s three month review, rather, encourage new skill building and training programs from Day 1. Gauge their competencies and suggest programs that might be helpful as they begin to navigate their new role.
As your employees navigate their new role, ask them to participate in crafting their on-boarding process. A collaborative workplace takes into account the perceptions and suggestions of each level of employee. Most times, employees have participated in on-boarding programs at other companies and can offer valuable information regarding best practices and highlight areas for improvement.
Maintain pre-hire commitment and attention showed to employees. Give your new hires the same attention and commitment they received from you and the team before they were hired. Pre-hires most often feel appreciated and valued because you are trying to convince them to start at your company. You’ll have more productive, engaged, and committed employees if you clearly demonstrate your commitment to them and their needs.
Finally, pay close attention to manager/employee relationships. You’ll find that most people don’t leave companies, they leave supervisors. Consider laying out extra team building activities for managers and employees or highlighting training procedures for managers. By paying particular attention to these relationships from the beginning, you’ll be able to avoid common problems down the line.
New employees provide companies with the chance to reach greater success, address pain points, and focus on what the company does well. Create an on-boarding program for your new hires that fosters a strong company culture, makes them feel part of the team, and allows them to get right down to business confidently.
To learn more about ways in which Centennial supports HR leaders, please contact Ryan Miller at (714) 740-1111 ex 274 or email@example.com.
This is part 3 of a 10 part series titled, The HR Leader.