# Create an Onboarding Experience that Keeps Employees Engaged
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Chapter 1: Understanding the Importance of Onboarding
Did you realize that the initial three months of an employee's journey in an organization are vital? When a new member joins your team, their first impressions are crucial. They arrive eager to contribute and optimistic about their future, but they are also assessing the company culture and making judgments about their new environment.
I've witnessed numerous newcomers leave organizations swiftly. The frequent reasons include misrepresentation of the job during interviews, inadequate training, a toxic organizational culture, or an ineffective team structure. According to The Wynhurst Group, "22 percent of staff turnover occurs in the first 45 days of employment." While you might not control the overarching culture, you can certainly shape the experience for new team members when they join.
To minimize turnover and maximize team effectiveness, it is essential to create a positive onboarding experience for new hires.
Section 1.1: Preparing Your New Hire for Success
I've seen situations where new employees arrive and introduce themselves to colleagues who are unaware of their presence. They often lack essential tools like a desk, mobile phone, or laptop, and their manager is nowhere to be found. This can leave them questioning the legitimacy of their job offer while leaving the rest of the team feeling awkward.
To ensure a smooth onboarding process, make sure to:
- Inform the team about the new hire.
- Provide necessary equipment such as a laptop, phone, access cards, and ID badges.
- Set up a workspace with screens and supplies.
- Ensure all passwords and login credentials are ready.
- Coordinate with HR to finalize any outstanding paperwork.
- Outline the plan for the first week.
- Share the organizational chart, contact list, office layout, and relevant terminology to help them acclimate.
Section 1.2: The First Day Experience
On the first day, it’s important to allocate time to personally welcome your new hire. If you can only meet them at 10 AM after addressing urgent emails, that’s perfectly fine—unproductive time could have been spent elsewhere.
Welcome them warmly, introduce them to the team, and provide all necessary paperwork and equipment. Conduct a safety tour, covering essential areas like the lunchroom, restrooms, and printers. Inform them about the week's agenda and plan a check-in at the end of the week to see how they’re settling in.
Research indicates that "new employees who went through a structured onboarding program were 58 percent more likely to remain with the organization after three years." If a buddy system is in place, introduce the new hire to their buddy and clarify the buddy's role.
To foster camaraderie, consider taking your new team member out for coffee or lunch with colleagues. Sharing meals is a great way to bond. Finally, ensure they have all your contact information and know how to reach you if needed.
Section 1.3: Mandatory Training Essentials
Every job involves mandatory training, often referred to as onboarding or induction. The most basic requirement is a health and safety tour of their workspace. Highlight important safety equipment such as fire extinguishers, first aid kits, exit signs, and emergency muster points.
Additionally, guide them through key areas like the kitchen, restrooms, and access points to the building. If any facilities are located in restricted areas, make sure they understand how to navigate these spaces.
Other necessary compliance training may include first aid certifications, confined space training, or any relevant regulatory requirements. Ideally, this training should be scheduled in advance. Make sure to track their training progress after the first month, as it’s your responsibility to ensure they complete all required training.
Chapter 2: Long-Term Success Beyond the First Day
While setting up your new hire on their first day and covering mandatory training is crucial, it’s equally important to ensure your onboarding process is comprehensive and supportive.
Establish weekly check-ins during their first month to maintain a clear understanding of their progress. This can also be a time to address any concerns they may have. Facilitate opportunities for them to engage with various teams within the organization, helping them understand how their role fits into the larger picture.
Additionally, consider providing coaching sessions with experienced team members to help them acclimate more effectively. If applicable, arrange for membership in relevant professional organizations related to health and safety or human resources.
Final Thoughts
Investing time and resources in onboarding is essential for retaining new employees. A poor onboarding experience can lead to dissatisfaction and turnover. New hires are likely to feel anxious about their new roles, questioning if they will enjoy the work, if their manager is supportive, and if the organization truly honors its commitments to promotion and training.
Do everything within your power to ensure your new team member feels welcomed and equipped for success through an effective onboarding process. When in doubt, reflect on the worst onboarding experiences you’ve heard of and strive to do the opposite.
I write extensively on leadership and training, and I’ve developed The New Leader's Starter Kit to assist leaders in effectively communicating with their teams. Get your free copy today—The New Leader's Starter Kit guides you through conducting one-on-one meetings and providing constructive feedback while enhancing professional listening skills. It includes a printable one-on-one form, feedback form, and listening skills checklist.