The Secret Behind Onboarding

The hiring process is consuming: time, money, energy. So when someone is finally hired, it’s easy to just wipe your hands clean and let them do their job. Although the hiring process may be completed, onboarding is still crucial to bringing in someone new to a team. Yet, onboarding is often ignored.

Why is it that when companies hire someone, they don’t take the necessary steps to settle an employee in? More often than not, employees are shown their desks, around the office, then are expected to get to work after some dry training – and companies claim it to be an onboarding process.

But onboarding is more than training, it’s welcoming someone into a new environment, introducing them to new people, new tasks, and new working styles. Onboarding is essential to retention and productivity but continues to be overlooked.

No company can expect an employee to show up their first day and know exactly what to do. Beyond the hiring package (job description, contract, etc.), an employer should be prepared a list of projects for the employee to start rather than scrambling ideas after they have been hired. Training should be specifically relevant to the role, but should also cover company values and mission so when the new employee starts, they know exactly how to tackle your list.

Often, new employees spend their first week twiddling their thumbs because their employer hasn’t allocated the proper time to settle them in their new position. This affects time, money, and energy, even more so than giving the proper onboarding.

Our secret behind Onboarding? Showing that we care.

All of our new employees in the office receive a branded mug, notebook, and pen – to include them in our culture. We provide a card, all signed by our whole office, welcoming each new team member aboard – to ensure they know we appreciate they have chosen a career with us.

We sit each new employee down with heads of each department so they can get a thorough understanding of what our company does and how we do it, and so they feel comfortable going to other managers for information if they need it. Then, depending on their role, we give them the necessary training that co-aligns with their daily tasks and our company initiatives. Once all of these things are complete, we assign them their tasks and projects and keep our doors open for any guidance needed.

When someone is given responsibility right away they adapt quicker, because they see their worth for the company. We see worth in every employee.

Two weeks into our employees’ new roles, we check in with them and conduct a small interview to make sure things are going well for them and we survey their onboarding experience. Our priority is to perfect the onboarding process, and express how important it is in finding and securing talent.

Onboarding really isn’t too much different than training in the eyes of some. But to us, it’s the secret ingredient to retaining our best employees, creating great relationships with our staff, and enriching our culture after onboarding is complete.

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