Impactful Employee Onboarding Strategies

The company may change, but the story remains the same.  How does a seemingly perfect new hire turn into a disappointment, failure, and loss for the company?

Unfortunately, we are not mad scientist and have not discovered a one size fit all solution for this conundrum but we do believe the strategies listed below will help improve new hires transition quickly and easily for many of our client companies.

A. Hire Right and Hire Smart the first time

It’s always a probability that your newly hired employee will succeed or fail.  However, you have more control over their successful transition than you think.  Dissect your highest performing employee and determine what makes/him or her successful.  If the new employee embodies many of the attributes of the highest performing employee in your organization then the odds will undoubtedly be in your favor.
B. Prepare yourself and the existing team for the Change

Far too often when a new employee starts his/her first day the company and existing staff are not prepared for their arrival and for the change that this person will bring just by the mere fact of being the “newbie.”  Talk with the existing team about the company’s expectations, and how each person plays a vital role in assisting in the new hire’s transition.


C. Have a prepared plan for the entire week

The first week should be filled with organized tasks related to learning about the company, the culture, and the new role and responsibilities.  Don’t make busy work or unimportant work that waste everyone’s time.  Its send’s the wrong message. You want the new hire to adapt quickly and understand how their role will impact the overall goals of the company.


D. Leave love notes whenever and wherever you can

Little messages such as “We are happy you are here,” “Welcome Aboard” or “Let’s welcome our newest team member.” These messages must be visible to the new hire. For example a message on the bulletin board, outside the monument, or as simple handwritten note on writing pad or stickie note attached to their workstation.  In addition, oral communication of those powerful words sends the clear message that he/she is needed and welcomed.


E. Train them well

Far too often the reason a new hire quits unexpectedly is that they feel inadequate, poorly trained, ignored, unwanted, or worse.  Have a designated trainer or trainers and save time for lots of questions and answers and time for reflection on what information he/she has learned.


F. Create an exit interview or survey opportunities for employees that voluntarily leave the company.

Learn what you did not know so that you can use that information to improve your selection and hiring process for the future. This can be done electronically, or one-on-one with the HR team, or through a third party company.

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