Create an exceptional onboarding experience

Helping employees feel like they are a part of your firm begins with their onboarding and continues during their first year with the company. It can take up to two years for a new employee to reach the same level of productivity as an existing staff member, so making them feel at ease and capable from the start can do wonders for retention.

Assist new workers transition from outsider to insider status by informing them about their responsibilities, providing them with the authority and resources they need to achieve their tasks and goals, and establishing an environment in which they feel accepted. But, don't overload folks with information. Slowly release digestible recommendations on your HR programs, rules and procedures, and benefits. Also, solicit input from employees so that you can continue to improve your onboarding process.

Managers play an important role in onboarding. Remind them that how well their onboarding goes can have an impact on how connected they are to the organization during their term. Offer strategies for them to get to know their new staff and encourage them to schedule one-on-one meetings each week until the new employee adjusts.

Introduce new hires to their coworkers and assign them a mentor so that they have someone to ask questions. Establishing social relationships among coworkers boosts the likelihood of retention, therefore plan events that bring individuals together around shared interests when big groups of new hires arrive. You should also make certain that remote employees are not left behind in terms of onboarding.

Finally, don't forget to look for strategies to integrate groups that may be returning to work. These could include new parents, persons returning from a prolonged leave, or contract workers who are going full-time. These employees are frequently left out of onboarding initiatives, yet their transitions can be equally as tough as those of new hires.