Discover how reviewing your onboarding practices, gathering insightful feedback, and implementing structured, connection-focused plans can transform your workplace. Ready to elevate your onboarding game? Dive in below for actionable strategies that promise real results.
This free resource is part of the monthly Engaging with Aging newsletter. In this month’s article, Amanda Krisher, LCSW-C, reveals the secret to happier, more productive employees: a stellar onboarding process.
Think back to your first day on the job. What stands out to you about your onboarding process (good, bad, or indifferent)? What did you know coming into the job? What did the first day look like? How were you greeted? What information was provided to you? Did you feel welcomed by your colleagues and team? Did you leave with a plan for the following days and/or weeks to help you successfully transition into your role?
In 2018, Gallup reported that only 12% of U.S. employees say their company does a good job of onboarding. The good news is we do not have to live by these statistics. Further research shows that a strong onboarding process can improve retention by 82% and productivity by 70%. This month we’ll share some practical tips to help improve your onboarding process.
- Review your current process – What does your process look like today? How long does orientation last? Who is involved in new employee orientation? What resources are available to new hires? What do you think is going well? Where do you see the need for improvement?
- Survey your team – Ask current staff members to share their thoughts about the onboarding process. Provide staff members with an anonymous way to provide feedback such as an online or paper form. Keep the survey brief.
- Suggested questions: What was most helpful during your orientation? What was missing from orientation? How would you rate the orientation process compared to other companies you’ve worked for? On a scale of 1 to 5 how prepared did you feel to successfully do your job following orientation.
- Suggested questions: What was most helpful during your orientation? What was missing from orientation? How would you rate the orientation process compared to other companies you’ve worked for? On a scale of 1 to 5 how prepared did you feel to successfully do your job following orientation.
- Make a plan, test, and evaluate – Using the data you have gathered make a plan for onboarding improvements, implement and evaluate the plan then make adjustments as needed.
Tools for Improved Orientation
- Create connections:
- Host a welcome gathering so new staff can get to know the team
- Implement a mentor or buddy program
- Prepare managers and supervisors – make sure managers and supervisors know what their role is during the onboarding process and provide tools to help support the process. This might include a new hire checklist, standard operating procedures, or other tools specific to your industry.
- Provide a structured plan:
- Provide an onboarding checklist to new hires and managers to keep track of the onboarding process
- Identify goals for each portion of the orientation process (i.e. what should be accomplished in the first day, week, month).
- Schedule one-on-one time:
- Schedule routine one-on-one sessions between the new hire and manager. Whenever possible, remain consistent with meeting day and time.
- Schedule one-on-one sessions with other department heads to ensure new hires understand the company structure and how each department works together to meet the mission.
- Schedule routine check-ins:
- No matter how long your onboarding process is be sure to include routine check-in meetings at an interval most appropriate to your work. Whenever possible, remain consistent with meeting day and time.
