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Onboard or Bust! Don’t Lose Your New Hire Because Your Onboarding Process Sucks


When new hires start at work, there’s excitement, nervousness, and determination to make a good impression on everyone at the company. Employers also feel excitement and nerves when bringing in a new member of the team because they hope the employee will fit in and want to stay as a long-term employee. However, that’s not the case in many situations.

According to a recent survey, about one-third of employees leave within six months of starting. One-third of new hires also said there was a lack of an onboarding process and 15 percent of people said that this led to their reason for quitting.

Having a good onboarding process and checking in with new hires throughout the first year helps employees feel more integrated into the workplace. Employees who feel like part of the team from the start will perform better, which will in turn satisfy the company as well.

What Do New Hires Want from Employers?

New hires should know what to expect before they even step into the workplace for their first day. This way, they can feel more prepared before heading into work and can focus on asking questions about the tasks at hand. It should be the employer’s job to make sure new hires feel ready to start working.

Some questions employees should know the answers to before starting or on their first day is what employers expect from their employees, how to deliver high-quality work, and how management plans to evaluate their work. They should also know when onboarding starts, how long it will last, and what employees should know about the work environment. This includes the work atmosphere and what a typical day of work is like.

For new hires to meet the company’s standards, onboarding should cover the goals and standards management wants to set for new employees. Management should also explain how they will measure employees’ success in the onboarding program and in the workplace.

After Accepting a Job Offer

Companies should start the onboarding process before an employee begins their first day. After a new employee accepts a job offer, they should receive access to the company’s onboarding portal. This will allow them to see information about the company, receive welcome messages, and find information about their first day.

Additionally, they can look through the electronic employee handbook, learn about their department’s job responsibilities, and begin to prepare for their first day. They can also learn about dress code, how payroll works, and what type of behavior the company accepts.

A new employee should have their work email set up so they can fill out paperwork online. Some documents include W-9 forms, benefits, and payroll information. All of these details will make employees feel like they’re already part of the company and ready to go to work.

The First Day and First Week of Work

If new hires have already filled out paperwork and learned about the work environment, they can prepare questions they have about the employee handbook or place their focus on learning how the job works. On the first day of work and throughout the week, the employer should explain the expectations and objectives new workers must meet.

In addition, fresh hires should become familiar and comfortable with their new work environment. Explaining quirks about the company and talking about the work culture will help the employee see how they fit in the big picture. Organizations should ensure that employees know their job responsibilities, so they understand where they belong within the job.

Having a work buddy in the form of another coworker or manager will let the new hire know there’s someone in their corner willing to help them out if they’re confused and have any questions about the job. Sometimes it can be difficult to integrate into a new group of employees so having a partner will provide a mentor for employees through the process of starting a new job.

Checking in Throughout the First Six Months and First Year of Work

Employers should perform check-ins during the first month of work to make sure workers are feeling satisfied with what they’re doing and check if they have any more questions. They should be feeling comfortable with their work and not overwhelmed with all the new information they’re learning.

Between the three and six-month mark, employers should check in again to make sure onboarding is going well. By the sixth month, employees have most likely made a decision on whether they will stay with the company or not.

After one year, employees can transition from any remaining training to a full-fledged career. It will be easy to see if they’re capable as an employee after a year and they can move on to become a potential long-term employee.

How to Improve the Onboarding Process

To improve the onboarding process, employers should extend training to an appropriate amount of time where the employee feels comfortable with the work they’re doing and the environment they’re in. Employers should answer as many questions as possible throughout the first few months of work and check in on employees to see how they’re doing. Keeping up with employees will ensure they are meeting company’s standards and are satisfied with their job.

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