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Best Onboarding Practices to Turn New Hires into Long-lasting Employees

03/19/2019 by RushOrderTees.com

onboarding best practices
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Despite being a time-consuming and sometimes exhaustive process, onboarding new employees is undoubtedly an exciting process. With all of the time that both you and your new employees invest in it, you want to make sure that you do it the best you can. There are certain onboarding practices that can make or break the way an employee will feel about working for your company from the start.

Since you’ve already hired them, you want to reinforce the idea that they made the right decision in choosing your company. They will be looking out for things like whether or not your company is organized and prepared in the onboarding process to validate their decision.

Before the start date

New hire desk preparation
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Reach out beforehand to welcome your new employee and give them some essential info for their first day. This should include where to park, what the dress code is, what to do for lunch, where to meet you when they get in on their first day, and any other specific information you think would be valuable to them.

Set up their desk with the necessary computers so that they can begin getting comfortable when they arrive, and arrange for a few onboarding gifts to be ready for them when they arrive. A great onboarding gift package would include a company branded t-shirt, notebook, and pen, so that they can get right to work with their new company swag. This not only promotes brand loyalty, but it helps to make them feel like a part of the team!

On their first day

onboarding gifts for new employees
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When new employees arrive on their first day, it is important to make the feel welcome and introduce them to everyone in the office. Welcome new hires on their first day with an itinerary for training, along with their onboarding gifts.

Rather than sitting and going through the employee handbook with them, give them some of the most important info about the company that they may not have received in their interview or in their pre-start email. This should include any general information about the workplace or specific company policies that are important for them to know.

Make it a point to answer any of their questions off the bat. Some offices such as Amazon even find it useful to assign each new hire a mentor for their first couple of months, that way they know just who to turn to if any questions come up.

The first 90 days

Onboarding one on one meeting
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For the first 90 days, your new employee should participate in a training program specific to their job duties This should not only help them learn all of the essential information about your company, but should also provide them with the skills they will need for their position.

Throughout this process, they will be able to reference their mentor when any questions come up, and you as their hiring manager should also make yourself available for any questions they might have.

Set up a check-in meeting once a month with your new employee to answer any questions they have. This is your opportunity to identify and fill in any gaps in their training, as well as ask them questions and get their views on the position and the company. This also gives you the opportunity to make improvements on your end for the employee experience.

After a good time investment on both ends to get your new employees, you will be off to a great start. The key is to make sure that you and your staff connect with your new employee, integrate them into the company culture, and vice-versa. Properly onboarding your employees will ultimately lead the to becoming long-lasting employees who will invest their time back into your company and your team.

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