When we host webinars with thought-leaders in the People Ops space, there are so many gold-nuggets of wisdom that are learned.
Our recent webinar on, How to Create a Memorable and Impactful Onboarding Experience, was a discussion after our own heart.
Moderated by 15Five’s CCO, Shane Metcalf, in conversation with Sapling’s CEO, Bart Macdonald and 15Five’s Director of People Science, Courtney Bigony the discussion was rich with takeaways and quick wins for your own teams.
Here are some key takeaways for you to use in your onboarding plan:
Keys to a Successful Onboarding:
- The goal of onboarding is to get your new hire socialized to the team, manager, and role
- Do they feel emotionally connected to the mission of the company?
- Foresight and planning go a long way. Do not ignore the employee development phase. Help them understand what success looks like and what's expected of them.
- Role clarity is the key to success. Only 50% of employees clearly know what is expected of them at work. Role clarity increases-- retention and productivity increases.
- Onboarding is complete when your team feels like an insider.
Things to Consider:
- Onboarding leads to lower turnover, higher performance and productivity, higher job satisfaction, and lower stress. That's a lot of wins.
- Realistic job previews are a part of the preboarding experience.
- Unfortunately, people usually go right into performance mode vs. relationship building during the Day 1 manager meetings.
- Take the time to ask, “What are your new hire's strengths?” and then ask yourself, “how can I align that to their work?”
- The longer there's a structured onboarding program that focuses on impact and increased socialization the more successful the new hire.
- Make a proactive effort to build a structured experience, otherwise, your new hire might be asking, "are my peers asking what I'm going to be contributing?"
- The ELTV model shows that you need powerful 1:1s to dramatically increase how long someone stays at a company.
- The time between a candidate accepting a role and the lead up to their Day 1 is critical. Many companies don't do the follow-through during that timeline.
- The first three to six months are when new hires are particularly susceptible to turnover.
- How can you make your entire onboarding experience focused on your employee?
Best Practice Onboarding Timelines:
- Employee onboarding starts well before Day 1
- Include a welcome email to your new hire for sharing your excitement
- Provide details around next steps (Think: start date, attire, office info)
- Administrative tasks should be taken care of prior to Day 1.
- Preboarding: There are many high-impact/low investment ways to improve the employee preboarding experience:
- Send buddy or coach program invites
- Have them complete new hire paperwork
- Ask your new hire their equipment preferences
- Provide info about org's history, team, and culture
- The first day: Celebrate the new opportunity to come in join the new team and company and the impact they'll be making.
- Don’t deep dive into the Product, it’s overwhelming on Day 1. Focus on the connections. Without the bonds and connection, Day 1 doesn't matter.
- Have your new hire arrive late + have coffee with their manager
- Make sure your new hire knows the office + team members
- Week 1: It is critical that new hires have tasks spread out over the first week Build out your new hires calendar to reduce the ambiguity of what their tasks are
- Start to provide a top-down overview of the company (culture + vision)
- Meeting with managers is critical. It needs to be set up either over lunch or if they're remote -- over a video call.
- Go offline with your buddy and get coffee-- actually block it in their calendar!
Want to learn even more tips & tricks? Click the webinar below: