How to Get a New Employee Acclimated
You just hired a new employee, woohoo! You’re excited to have all their talent focused on your company and team. But, before they can take-off and become a rockstar, they need to be immersed into your culture, learn your processes, and find their way around this new role. Cue an onboarding program!
Human Resources MBA defines onboarding as “the process focusing on helping employees to become acclimated to their new workplace in a timely fashion and bringing them ‘on board’ with regard to company culture, understanding of job function and overall comfort level.”
Some of you may already have robust onboarding programs (if so, good job!), but let’s bring it back to the basics. It’s important to re-evaluate your current program to make sure all your bases are covered.
Every great onboarding program should include touch points in your new hire’s journey at these milestones: pre-boarding, first day, 30 days, 60 days, and 90 days.
Pre-Boarding // Day Zero
After your new employee signs the acceptance letter and before they walk through the door, you should start the onboarding process. Sending them a gift or a handwritten note is a great way to welcome them and show your excitement about them joining the team.
A day zero gift is also a great way to curb first day jitters for your new hire and in turn help them be excited about starting their new role!
First Days // Orientation
Orientation is like the appetizer of the onboarding meal. It sets the tone of what’s to come. That is why it is important you have a strong foundation (new hire orientation) in your onboarding program.
Here are a few ways you can make your new hire’s first day the best ever:
Don't focus on just the paperwork. Although it is important, it doesn’t allow your new employee to really get a feel of what the company culture will be like. Showing them the ins and outs and giving them the lay of the land is just as important.
Welcome kits are everyone's friends. It’s a great way to show that you’re invested in them, as well as preparing them for their next days.
Be prepared for them to arrive. This seems simple; however, it is super crucial. Make sure needed documents are printed, their desk is clear and clean, and their schedule for orientation is prepared. At Baudville, our orientations last two weeks and on your first day you get a schedule packed with training and learning sessions. It’s helpful to know time is dedicated to immersing them into what you do.
Make it fun! First days aren’t supposed to be intimidating and boring. Ease some of the new hire awkwardness by gamifying your orientation.
30 Days // There's No Such Thing as a Bad Question
At the 30-day mark, your new employee should be starting to get the hang of the company and their role. Though they may be starting to feel like part of the team, there is still lots of learning to be had.
30 days is a great time to check in with your new hire and ask them questions.
- Are you enjoying your time at the company so far?
- How would you rate your orientation experience?
- Are there any concerns you have about your new role?
- Do you feel like your role lines up with the job description?
60 Days // Goal-Getters
Goals on goals on goals. If you haven’t gotten the hint yet, 60 days is a great time to establish some goals. Although, goals will also be established at 30 days, 60 days allows you to evaluate and adjust those goals, as well as create new ones.
It’s necessary to stay aware of how your new team member is doing. Open communication is a must, but having a scheduled sit down at 60 days sets another benchmark for them to keep in their vision.
Get a lunch on the calendar to talk about the work they’ve done so far and get discussion started on where they can go from here.
90 Days // You're Kind of a Big Deal
90 days is big. This is the ultimate benchmark for new employees. The turning point. It’s the moment where your new hire starts to phase out of the “newbie” title. Although it takes longer than three months to feel like a new employee has the hang of it all, this is the time where you can start to ease up on the reigns and let them fly solo for the most part. Check-ins are still important, but now that they have the guidance, this is the time they can show you what they’ve got.
Schedule a 90-day review to go over their given goals and assess them as a company fit. After that, it’s their time to shine!
Beyond 90 Days // Retention is the Prize
Although the onboarding process is pretty much done after the 90-day mark, it’s critical to have touch points and recognition along their journey as an employee.
90% of employees decide whether they'll stay with an organization, or leave, in the first six months. (Click Boarding)
Get more tips to make your onboarding process a success by downloading our Onboarding 101 eBook.