It’s your new hire’s first day. On day one, make them feel welcome and confident in their decision to join your team. The onboarding experience focuses on building relationships, creating confidence, setting expectations, and fostering early engagement. A quality onboarding experience can boost new hire retention by 82% (Glassdoor) and ensure 69% of employees remain for at least three years (SHRM).
First Day and Beyond
Begin the onboarding experience after the offer is accepted but before the start date. Strategies to engage new employees include:
- Warm Welcome: Make their first day exciting. Greet them warmly, provide a welcome gift of company swag, and arrange a lunch with colleagues. Make sure their desk is ready and welcoming. (And don’t forget their favorite snack!)
- Efficient Paperwork/Policies: Complete paperwork before their first day; electronically if possible. aHRrow has a practice of sending the employee handbook in advance. This encourages questions and fosters discussion rather than just going through each policy during orientation.
- Regular Check-Ins: Onboarding doesn’t end after the first week. Check in at 30, 60, and 90 days to ensure they are happy and have the tools they need. aHRrow can develop forms to use for check-ins and send reminders to managers when these milestones are coming up.
- Foundation-building: Throughout the onboarding process, consistently convey the organization’s culture, mission, and values. Involve managers and leadership in sharing company information and allow time for the new employee to learn about different departments.
A positive onboarding experience leads to better performance, improved engagement, and stronger retention. Engaged employees feel acknowledged, included, and excited about their prospects, demonstrating greater loyalty and productivity. Reach out to the aHRrow team to redefine your onboarding experience and invest wisely in your new hires.