Best Practices

How To Nail Your Onboarding Process in 3 Easy Steps


Starting at a new company can be positively unnerving. Between paperwork, the presentation of company rules, the awkward introduction to the staff, new hires struggle to remember why on earth they applied for the job.

It doesn’t have to be that way, though. Has it ever happened that you’ve given up on a  class you took in college because it bored you to death? Often times it’s not the subject matter that’s the problem, it’s the professor. The same goes for onboarding. It’s up to HR people and your new company to make you feel welcomed, supported, and informed so that you acclimate to your new environment without sweating it out.

Otherwise, that’s a big, red flag for employee engagement. Onboarding is the first impression you really get from a company, and as the popular saying goes: “You only get one chance to make a first impression.”

How a Company Can Nail its Onboarding Process in 3 Easy Steps

Make It EngagingOnboarding means supporting new hires until they can steer the ship to port. This needs to be done with a good dose of professionalism, empathy, and fun. Make new hires feel comfortable right from the start. For instance, organize an onboarding breakfast to welcome the new employee into your environment. This will soften the atmosphere and lower anxiety all around.

For any onboarding meeting you host, make your company presentations interesting, and fun. Don’t go through all the forms consecutively. Welcome questions, explain in your own words why you like working for the company, why you believe in its values. If the new hire is a recent addition to a team, have all the team members go to lunch together to get to know each other. This will make the new hire feel welcome and included from the very first day.

Related: Your Guide To Better Meetings

Use Technology: Automation does not necessarily make things impersonal. Using employee engagement software can help introducing new hires and give all employees the opportunity to welcome them. For instance, free software such as Applauz Recognition offer company owners, managers, and HR people the possibility to give new employees a welcome badge and write a nice post about them joining the company. Employees can then like and congratulate new hires on the News Feed. This contributes to building an engaging company culture and making new members feel part of the team.

Related: Applauz Helps Keep Teams Motivated

Clarify Goals: One of the most stressful experiences when starting new employment is the sense of uncertainty one feels about what is to come. An organization should care to lower that fear as much as possible. So, it’s essential to clarify the position’s expectations even though that’s already been done to some extent during the interview process. Job expectations need to be made crystal clear on day one, but shouldn’t be presented in such a manner as to put unnecessary pressure on the new hire. It’s HR’s job to ensure that every new employee is equipped to perform at their best.

One Last Thing To Consider

Onboarding is not just a formality, it’s the very beginning of an employee’s relationship with a company. If new hires feel let down on their very first days, how do you think their company will be able to engage and retain them? Always keep in mind that new hires choose to work for a company as much as the company chooses to work with them. It’s a two-way street.