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Plan the perfect Onboarding

Why an onboarding process? On this article you will not only learn about how to plan your employees’ onboarding process and best practices about it, but we will also share what is the definition and the main reasons why you should be doing it.

After all the time, money and energy that you have invested in the recruitment process,  it is most probable that you don’t even want to hear about the possibility of your new employee not being motivated, not being productive enough,  or even worse, that they could go because the reality of job is not meeting their expectations.

How do you do the first 90 days of your employee to be effective,  and create satisfactory and productive working relationship with them? How do you involve them in the company culture?

To be honest,  it is not that difficult,  but following onboarding best practices it can be time-consuming. However you will not regret spending that time in your new employee orientation. If you do this, HR at your SME will be much simple and eventless.

It’s all about the onboarding process. According to a Aberdeen Group study sponsored in part by SilkRoad technology, inc. 63% of organizations with a formal Onboarding process experienced employee performance improvements within the first year.

We strongly believe that is worth it to dedicate time to plan and evaluate the actions you will take on those first 90 days,  than losing an employee and having to start from zero a recruitment process.

“Onboarding process, is the process where employees get to know their new role and the company where they are going to be working.”

CIPD

If you want your employees to be productive as soon as possible so they can hit the ground running and not to lose the motion of the first day, we have written some basic steps for you to create and design your perfect onboarding process so you have available an employee onboarding checklist.

Steps for an effective onboarding process.

 1. Be honest on the recruitment process. These is key to your success.  if you want the role to meet the candidate’s expectations  it is important that you don’t inflate a mistake about your dreams as an entrepreneur, and make sure the other hiring managers don’t do it either.  Tell them how is the company now, what is your strategy, business and HR wise, and how do you plan to achieve it. Most entrepreneurs failed to see the difference between their dreams what it could be true. By this,  we are not saying that your plans are not happening. However, it is true that sometimes things get delayed, and the market moves at different rhythms that what you planned. If it happens, you will not only have the problem of not having your plans achieved on time,  but also you would have employees complaining about what it was promised to them that is not happening.

2. Bear in mind that the candidate is also interviewing you.  If you really like a candidate,  and you believe they are really good, please don’t bargain for 1000 a year.  You could feel that you have achieved a big saving, but the reality  is that candidates don’t feel that you are an start up, they feel you don’t value them enough, and you would choose the cheapest candidate. This is perfectly okay if it’s what you’re doing, But don’t mix-up.  Choose what is best for your company at that present moment.

3. Before you close an starting date,  please review your commitments and agenda, and also the agenda for the rest of the other team members. Make sure that you have all the time to dedicate to this person for at least a week. We know it seems crazy, but we have seen it so many times when the line manager to the new employee was not in the office on their first week, that we have to say it. If by any chance, you are not able to be there,  make sure that employees know, that they also have an agenda full of meetings and training, and that they don’t feel forgotten. Employee engagement could be lost in a second if they don’t feel welcome.

4. Plan their objectives for their first 90 days. KPIs and smart goals always help to focus and to have a better understanding of what is expected from you. It is really important that there is role clarity so everything works smoothly.

5. Would they need any specific training? Who would do that training? Would it be in house? Online learning? How much does it cost? Planifying an employee onboarding program could not work at all if it comes late or is not enough due to lack of time or preparation.

6. Once you have all the above, think about the first 2 weeks of the new employee. Who will they meeting? How will it be their first day on the job? Will those employees be in the meeting for them to have those meetings. Make sure you introduce them to everyone, email or face to face. It makes you feel valued if everyone knows who you are, your role etc… If you don’t have a dedicated person to HR at your SMe, make sure someone close to their department or role makes introductions.

7. Silly, but… Do they have a computer? If this is a new role you will probably have to purchase several things. How long does it take you to buy it and install the software they need? Do you have an IT company that will do it, or someone else internally does it? Do they have time? Do they know about it? What software will the new employee need?

8. On their first day, or even earlier, send them an agenda with a draft of what they will be doing. Times, people, names. It will take out the uncertainty and will make their first impression much better.

9. During their first days, explain and clarify their objectives. Those that you defined on point 4. It will be the perfect opportunity for them to make questions and to ask for some extra training if needed.

10. Don´t forget to schedule a meeting at the end of those 90 days to close the process. It is not only important to review if they have succeed or not, but also to plan for the following months.

We hope it was useful in order to prepare your onboarding plan. Just remember, that an effective onboarding process doesn’t have to be about having an onboarding software or planning a party. It is just about making sure that your employee feels that they are appreciated and there is space for them in your company’s future.

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