01 Aug The Onboarding Process
It is considered a Best Practice to have a formal orientation and onboarding program for new hires within your organization. You can use this time to welcome your new employee and introduce them to your organization. The process starts on their first day of employment and can continue for a period of three to twelve months.
The first stage of the onboarding process should include:
Time to complete required paper-work, eg. Employee Information Sheet and Group Benefits Enrolment form.
A review of the organizational chart of the company.
A review of the Company Handbook, corporate policies and procedures.
A review of health and safety responsibilities.
A review of the employee’s job description, training objections and schedule.
Existing employees should be made aware when a new hire is joining your organization and include time for introductions in the onboarding process. A well organized approach to onboarding will reduce the anxiety of new hires, which has been proven to increase performance.
Once your new hire has completed their first day, it is important over the next three to twelve months, to:
- Be consistent with training programs, mentoring and coaching.
- Communicate expectations and goals thoroughly.
- Always provide clear work assignments with deadlines.
- Follow-up at the end of the process to monitor and measure the effectiveness.
Ensure that employees are made aware with whom they should direct any questions or concerns – allowing them to understand the different workplace dynamics and adapt quickly. This practice will make them more confident and validate their decision to join your organization.
Implementing a structured onboarding process provides an opportunity for you to make an encouraging impression and to foster a positive culture within your organization. It will ultimately lead to a higher level of employee engagement and enhance employee productivity.
YOU DESERVE MORE THAN YOU THINK®
If you would like guidance in the area of onboarding new hires, creating training, mentoring or coaching programs – or with any other HR issue- please contact Lori Brudlo, Senior HR & Technology Advisor – [email protected].