Once you hire the right employees for your business in 9 Easy Steps, your job isn’t done. It’s time to get them on board and acclimated with your business through a process in the human resources world known as onboarding. While it may not seem like something to stress about, it is an extremely important part of the hiring process.
Onboarding is the act of setting up a new employee for success from the beginning, both for your company’s success and for the new employee’s personal growth. Doing it haphazard and not being prepared for your employees when they start will lead to insecure employees, unsure of their job function and expectations. Your initiative in preplanning and preparing them for work before they walk in the door is the key to ensuring they are effective, confident team players from day one.
Whether you’ve hired an office manager, new agent or an administrative assistant, following these guidelines will be beneficial in helping you successfully onboard your new hire.
Set Up a “First Day” Process
Create a standard process you can follow every time you bring on a new employee. Consistency will ensure the person feels informed and ready to work. This will make onboarding your new employees go smoothly. Your first day process should include a:
1. Meet-and-Greet
Have a team breakfast or lunch as a first day welcome. This is a fun way for them to get to know new teammates and feel out the team dynamic.
2. Set-Up Work Place
Help your new superstar start on the right foot by providing them with the tools to be one. Create an inviting workplace by ensuring their desk is stocked with supplies, the computer is set up and ready to use, along with any other items they will need to complete job tasks.
*Include a small gift on their desk for their first day. This is a great way to welcome the new teammate to your office, as it shows appreciation and excitement for them to join the team.
Know Your Documents
Adding new employees to your business includes a lot of logistics; have new employee forms printed with clear directions before they walk in the door.
These documents include, but are not limited to:
- Employment application (to be completed prior to 1st interview)
- W-4
- State tax withholding form (if applicable)
- I-9
- Any other benefit enrollment and/or regulatory documents
Send, Then Sit Down and Explain
The new-job learning curve can be long and confusing, but it doesn’t have to be. To help acclimate your new employees to your company, give them a new employee handbook before they start and then sit down to go through it with them.
- Send
After your new employee has accepted a position with your business, send them all necessary contracts and tax paperwork they need to sign and send back. Upon receiving it, send them a digital copy of the employee handbook for review and print and prepare one to give them and go over when they start.
- Sit Down and Explain
During the beginning of the new employees first week, sit down and explain all sections of the employee handbook, as well as which employees they can turn to in different situations. The most common questions new employees have are how their benefits work, when they will be receiving their first paycheck and how they should dress, so make sure you thoroughly cover these topics and answer any questions they have concerning company rules and expectations.
Transparent sit-down meetings will also ensure your new employees don’t claim “they didn’t know” when they break a rule in the handbook and will help them be confident and effective workers.
Conclusion
When onboarding new employees, follow the same process every single time. While the process may have slight differences between departments, as additional training or practices may be needed, use the same onboarding process every time. Create successful, efficient and empowered employees by welcoming them with ready-to-go workplaces, clear objectives/expectations and transparent work related information. Each of your employees need to know basic company information including: benefits, pay periods, vacation days, sick days, work clothes, casual days, PTO, etc; make it clear from the beginning.
If onboarding sounds great, but you’re unsure where to start, I can help. Using Business Accelerator credits, I can help you create your very own onboarding process as well as recruiting, policy and procedure creation, personality profiles, compensation structure, performance improvement, performance appraisals and much more. Contact your CreativeOne team at 800.992.2642 and let’s get your onboarding process on track!