The struggle many leaders face when integrating new talent into their teams isn’t a new one. It's not uncommon for leaders to feel overwhelmed by the time and effort it takes for new hires to get up to speed, and so on-onboarding is often pushed down to the bottom of the list of priorities. There are, however, solutions and they involve implementing a framework, which, once established, can make everyone’s lives easier right out of the gate.
So, what exactly is your role as a leader when it comes to onboarding new team members?
Here's a step-by-step guide to help leaders orchestrate a smooth transition for new hires:
#1. Define Clear Expectations
According to Talmundo, 66% of employees struggle with job responsibilities and performance expectations during the onboarding period. To get around this from day one, it is essential to communicate clear expectations regarding job roles, responsibilities, and performance metrics over time (say, 3-6 months to begin with) - in person AND in writing. This ends any doubt and insecurity the new team member may have around whether or not they are succeeding. It also sets the foundation for their success and helps new employees understand their role within the team.
#2. Provide Necessary Resources
Equip new hires with the tools, resources, and training they need to excel in their role. Whether it's access to software, training modules, or mentorship and coaching opportunities, contact names and numbers, warm introductions to other team members (and relevant team members from other departments) - ensure they have everything they need to hit the ground running. I would suggest that you have a checklist of all of these resources. I know, this checklist will be long and it probably isn’t realistic for leaders to go through all of it. Though as a leader, it is up to you to ensure that all facets are covered. If it isn’t facilitated by yourself, ensure another team member is assigned to help the new on-board with it.
#3. Assign a Buddy or Mentor
Pairing new employees with a seasoned team member can be invaluable. A work buddy system or mentor can provide guidance, answer questions, and offer insights into the company culture. This will help new hires feel supported and integrated into the team, accelerating their sense of belonging and loyalty.
#4. Encourage Open Communication
Foster a culture of open communication where new hires feel comfortable asking questions, seeking clarification, and providing feedback. Regular check-ins and one-on-one meetings can help address any concerns and ensure alignment with organizational goals. This ties back to “Step 1: Define Clear Expectations”. I’ve also found that it can be helpful to provide examples of when it’s time to reach out for help – especially when it comes to achieving project deadlines. Many new hires feel too intimidated to raise a hand when they need help. Take the guess work out and let them know at what point you need to be looped it if they feel a problem is brewing that could impede the achievement of their project milestones and deadlines.
#5. Celebrate Milestones
Recognize and celebrate the achievements and milestones of new (all) employees. Whether it's completing training modules, reaching performance goals, or simply adapting to their new role, acknowledgment goes a long way in boosting morale and motivation.
Now, perhaps you’re already doing many of these things and as a leader, you might feel like you already have a good grasp on your on-boarding process. And this might absolutely be true. But here are 3 major indicators to look out for that may signal that your on-boarding process could use some improvement:
If you notice a pattern of new hires leaving shortly after joining your team;
Low Employee Engagement;
New hires struggling to meet performance expectations;
To further emphasize the importance of investing in a robust onboarding process, consider these compelling statistics:
Organizations with strong onboarding processes experience 50% greater new hire productivity. (Source: Aberdeen Group)
Employees who go through a structured onboarding program are 58% more likely to remain with the organization after three years. (Source: Society for Human Resource Management)
Companies with a formal onboarding process see 50% greater retention of new hires. (Source: Glassdoor)
Investing time and resources into an effective onboarding process is not just beneficial—it's essential for the success of your team and organization. Take ownership of your new hires’ success by following these steps and prioritizing the onboarding experience of your new hires. It will set the stage for a thriving and cohesive team.
P.S. If you’re looking for a more in-depth “how-to” for on-boarding process, www.talmundo.com has incredible free resources on their website.
If you are looking for a more customized leadership development experience, leadership coaching may be the better option to get you to your professional development goals faster. Book a complimentary “Discovery Call” to discuss your goals and see if working with a leadership coach might be the way to go.