When you hire new employees, the first few weeks of their employment is the most crucial. While engaging staff throughout their lifecycle should be the cornerstone of any comprehensive plan, starting out on the right foot enables you to make the right impression and gives your new employees the chance to settle in and learn the ropes. By utilizing an online human resource management system, your HR team can develop a consistent practice that allows them to onboard employees in an effective and personalized manner. Is your team struggling to develop an onboarding practice that works for everyone and is easy to implement? Consider these employee onboarding best practices for tips and ideas.
Employee Onboarding Best Practices
Every company is different and some practices may work in one workplace but not another. Being aware of best practices, however, can help you build your own unique policy that fits your culture and environment.
Be Aware of Employee Details
One of the worst things you can do is assume that all new employees are the same. Employees will come to you with different levels of education, varying work experience, different ways of learning, and a wide range of personalities. When you treat them in the same manner, you not only send a clear message of not appreciating their individuality, but you will also either waste time on practices some employees don’t need or skip steps that are crucial to others. How can you be aware of all of your employee details, especially if you frequently hire? Using a comprehensive human resource management system that allows you to create virtual cabinets for each new employee will help you keep details straight and assign new hires to the appropriate onboarding group.
Separate Them Into Appropriate Groups
Putting each new hire into the appropriate onboarding group is the first step to making sure they receive a personalized experience that takes into account their unique profile. Perhaps you have different groups depending on the department they were hired for, or for their amount of experience in the workplace. This may be an issue you need to frequently tweak as you see how new hires respond to the onboarding process and where they may need more or less assistance or training. It also saves time if you don’t need to introduce employees to your company methods of timekeeping when they never have to use this feature, for example.
Create a Personalized Agenda
If your employees arrive on their first day at the office and find themselves alone at a desk, unsure of what to do next, your onboarding process has failed. Your new hires should know exactly what is in store for them on their first day, through their first week, and even into their first few months of employment. Their agenda should be personalized based on the job they were hired for and the onboarding group they were put into, and they should receive a copy of the agenda prior to their first day.
Are your new salespeople expected to make cold calls their second day on the job? Do you expect your customer service reps to be able to answer phones and talk with clients during their first week? If you don’t know what you expect from your new hires and communicate it effectively, they certainly won’t know either. Your expectations should be clearly laid out in their agendas, and you should have a way of tracking whether they are meeting these expectations or falling short.
Give Them Access to Employee Self-Service Features
Showing your new employees the ropes is not just about instructing them which break room to use and how to make copies. You also need to introduce employees to your company methods of timekeeping and any other employee self-service features you have in place. By showing them your human resource management system and all its benefits, you are empowering them as ensuring they know how to use all the tools available.
Build in Opportunities for Feedback
No onboarding process is without its bumps and challenges. This is why you need to make sure your new hires have plenty of opportunities to give you feedback. Consider scheduling a time to talk with them at set intervals during their first few weeks. Make sure they have an easy way to communicate with managers and others who can help ease their transition. If you don’t make it clear that feedback is welcome, you may find that some new employees become ex-employees because they never felt they could speak up.
Make Them Feel Welcome
Are you happy that your new hires have come to work for you? Of course you are, but many leaders fail to express it. Make sure your new employees feel welcome by giving them a designated space, buying them lunch their first day, introducing them to their new co-workers, and expressing how happy you are that they took the position. An appreciated employee is a happy employee, and you want to set the stage early for a mutually beneficial relationship.
Bringing on new employees is an exciting time for any business. Make sure you are starting everyone out on the right foot by developing an effective and efficient onboarding program based on employee profiles and communication.