MENU

How to onboard your new employees so they become valuable company assets

How to onboard your new employees so they become valuable company assets

Joining a new company is a daunting prospect for any employee, no matter how experienced they are. First impressions count and the effort you make with an employee in the beginning, can go a long way to retaining them. In fact 86% of HR professionals¹ feel that a new hire’s decision to stay with a company long-term is made within the first six months of employment. Here are some onboarding tips to ensure you offer your employees the support and attention they need in order to retain them for the long-term.

1. Acknowledge the importance of the new team member

Don’t let your new employee quietly take up their seat. Arrange an orientation session where they are introduced to the team with proper introductions. Ensure this happens on the first day of the onboarding process so that they are not left feeling adrift in their new environment. Ensure that their workstation, email and phone accounts are all set up and ready to go. There is nothing more disempowering for an eager employee than having to wait a week before they are on company email.

2. Appoint a buddy

New hires that are badly managed or left to their own devices often conclude that the organisation is poorly managed and that it was a mistake to take the job. One of the ways to avoid this is by appointing a buddy who will walk them through the soft skills of how your company works. Just knowing that there is someone who is genuinely interested in helping them, can make staff members feel supported and valued.
The responsibilities of a buddy:

  • A buddy usually helps the new colleague navigate their way around the department and shows them how to do different aspects of their role.
  • A buddy will also make themselves available to answer any questions the new employee may have and actively introduces the new staff member to other key colleagues who are important to their role.
  • A buddy assists the new colleague with helping them to understand the formal and informal culture and structures of your organisation.

3. Create an employee introduction book

A useful tool is creating an engaging introduction booklet that gives a simple overview of your business and organisation, which the new employee can refer to in their own time. The booklet can include things like:

  • Your company’s mission, values and policies
  • Who your main customers and stakeholders are
  • Information about the company culture
  • Who the key company members are (provide pictures and interesting facts)
  • A list of company acronyms

Creating an employee introduction booklet does take some time, but it can be reused each time you have a new employee and updated easily when things change.

4. Establish a mentorship programme

Even if the new employee is experienced, it’s important to put at least 15 minutes aside every week so that you can meet one-on-one with your employee. The more inexperienced your employee, the more time you need to allocate. In this meeting you can address any potential challenges or frustrations they may have and provide them with any relevant feedback relating to their work. These crucial meeting will go a long way to ensuring your new hire’s success and their happiness within your company.

5. Establish clear targets and goals

It’s important your new employee knows what is expected of them. Establish some goals for them to achieve in the first month, two months and then three months. You can review these in your mentorship session. These scheduled goals will help your employee focus on their key responsibilities and ensure they feel they are making a valued contribution to the company.

Arrange a team building activity

One of the key ways to get a new hire to feel comfortable is by assisting them with building relationships within the team. 51% of respondents in a Gallup² survey reported that they work with passion and feel a profound connection to a company when they have friends at work.

A positive onboarding process always pays off

New employees who are part of a well-structured onboarding programme are 69%³ more likely to remain at a company for up to three years. At GG Recruitment we value our candidates and the companies we place them in. We do our best to actively ensure a positive cultural fit between any employee and the company in which they are placed. If you would like more information about how you can assist your new employees to settle into your company and commit to business for the long term, speak to our recruitment experts today.

¹ https://ww.aberdeen.com/

² https://scholarworks.umass.edu/cgi/viewcontent.cgi?referer=&httpsredir=1&article=1053&context=gradconf_hospitality

³ https://www.shrm.org/foundation/ourwork/initiatives/resources-from-past-initiatives/Documents/Onboarding%20New%20Employees.pdf

More InfoEmail UsContact Us