Put yourself in your brand new employee's shoes. How welcomed do they feel on their first day on the job? On their third day? What about the third month on the job?
If yours is like most organisations, the welcome mat for new employees may wear thin after their first few days and the "honeymoon" period of lunches with the boss, orientations with HR and other key departments winds down.
Many companies have come to the realisation that true on-boarding needs to go above and beyond the typical "meet and greet" opportunities arranged for new employees and written or web-based introductions to company policies and corporate culture.
Beyond meatier content, many organisations are also finding that extending the on-boarding period also makes good business sense as a successful on-boarding program can increase retention, improve employee engagement and increase productivity.
Here are the five elements of a successful on-boarding program:
- Day one welcome
Process/accountabilities to ensure that appropriate activities are completed prior to the new employee's arrival and on "day one" (eg, desk fully stocked with office supplies, business cards ordered, email account set up, etc.) Many forward-thinking companies often begin this welcome long before the first day with personal calls from mentors and welcome packages sent to the new employee's home.
- Culture and strategy orientation
Leadership led discussion(s) on "who we are", including information on company history, business strategy, culture and, most importantly, the new employee's role in reaching company goals.
- "Buddy" program
Formal program designed to facilitate a relationship between the organisation and the new employee from the first day. Their "buddy" will answer questions, make introductions to other employees, and conduct on-the-job training with the new employee. These "buddy" programs should also be used as a means of recognising current high performers by providing "buddy" training, access to leaders and participation in special events.
- Peer networking
Social events and knowledge-sharing activities to encourage networking and build a sense of community among new employees.
- Long-term career planning
Ongoing discussions with manager or advisor on career aspirations and goals. This should include information on what training and career support will be available to the new employee throughout his/her career.
Effective on-boarding incorporates all of these five elements in a way that is compatible with the organisation's culture. And, when administered properly, a good on-boarding program can prevent failures in the three areas that typically challenge new employees: navigating the culture and the organisation, developing relationships and accomplishing what is expected.