Remember those first few days of school?
This might surprise you but I was an anxious mess before starting school every year. I was always worried about making friends and if I would find people I would click with.
I still feel the same way when starting at new organizations!
And spoiler alert: so do some of your new hires.
A lot depends on those first few days of a new opportunity… The first few days sometimes set the tone for your experience!
🗓️In fact, 1 in every 3 hires will leave a job within the first 90 days.
🤯 70% percent will decide if a job is the right fit within the first 30 days.
🤯🤯🤯29% of employees state they know within THE FIRST WEEK.
I just watched the time fly before my eyes!! Let me run the numbers real quick.
We’re looking at an average of 44 days to convince an employee that they should stay at your organization. Yup you read that right!!
It’s in moments like these I’m reminded of what the poet Enimem once said:
“if you had one shot or one opportunity, to seize everything you ever wanted in one moment
Would you capture it or just let it slip?”
He was talking about onboarding because it is an opportunity you cannot let slip.
So, the pressure is on… what can you do to build a WORLD CLASS onboarding?
Consider this your playbook for how to build a world class onboarding experience.
One that will have your employees:
✅Connecting to the org’s mission & vision
✅Building strong relationships
✅WANTING TO STAY
3 phases in this playbook:
- Pre-boarding
- Onboarding
- Improvements
Let’s dig into each one and what you need to be doing!
#1: Pre-boarding
There’s no more special time than the time between an offer accepted and a start date.
Except maybe that glorious silent hour in the morning before the Slacks come pouring it!
But seriously, pre-boarding has SO MUCH potential and it’s often ignored…
You should capitalize on the excitement and keep that offer accepted energy high. I see so many teams that once an offer is accepted they are silent until the first day comes.
Don’t be that team. Here’s two easy things you can do!
🎉Capitalize on the energy by having managers, executive leaders, maybe even team members to reach out with welcome emails.
Here’s a template to steal:
Subject line: The countdown is on!
Hi [New Hire’s Name],
We’re so excited that you’ll be joining our team soon! You are going to be such a wonderful addition to our company and team.
For the next few weeks we’ll be preparing for your arrival and getting ready to roll out the red carpet for you, but if you have any questions in the meantime, feel free to reach out!
T-minus XX days until you’re officially here!
Thanks,
[NAME]
I find having multiple people other than HR sending welcome emails really creates a welcoming vibe.
Pro-tip: the more personal the better – try to incorporate things you learned about the new hire in the email!
🎁Send some swag. I love nothing more than getting presents. I know what I like okay!!
Here are some swag vendors that make it SUPER easy to send out quality items that will continue to make the employee feel special and welcome:
📚Additional Resources to leverage:
#2: Onboarding
^^ Me every time I enter a room
Onboarding will vary from org to org but there are some things that are universal.
5 core topics that must be covered in your onboarding program:
- What is the mission of the org?
- What are the values of the org?
- How does the company communicate?
- What are the company norms and behaviors?
- What are the expectations for the new hire? (For their role AND the team)
The first four would be great sessions to have in your onboarding program and the last bullet should be covered by managers.
After covering those topics the next most important thing that happens during onboarding is ✨ FORMING CONNECTIONS. ✨
Being the new kid isn’t any fun… and being the new kid in an org where you know no one? Super intimidating!!
Here are a few ways to create moments of connection during onboarding:
- Give the new hire a buddy. Preferably on a different team!
- Arrange a team lunch. Food bonds us!
- Schedule 5-8 coffee meetings each week for the first few weeks.
🪄One of my fave features of BambooHR makes connection happen super naturally! As part of onboarding there is a customizable new-hire packet where HR can input questions to be answered by the new hire. Then the answers are magically compiled and instantly shared via email by those who will be working closest with the new hire. No work required by HR other than setting up the new hire packet! And the connections that are formed?? Priceless.
In one of my previous orgs we awaited that email with baited breath as if we were waiting for Gossip Girl!!
The bottom line: the themes of a successful onboarding program are education & connection.
📚Additional Resources to leverage:
#3: Improvements
Hey, no one is perfect! And that means no onboarding program is perfect either.
There’s always room for improvement.
Onboarding should feel like a collaborative and iterative process.
And the best way to achieve that is by leveraging 30,60,90 day surveys.
You might think that seems like overkill!
But trust me, you can catch things faster if you are pulsing at these intervals.
Now, the tricky part: what should I ask??
Check out this list of 20 questions to ask in onboarding surveys.
Putting plays into action:
Okay 3 phases, 1 playbook, 1 WORLD CLASS EXPERIENCE.
It’s time to go out there and improve your onboarding experience which will in turn help stronger relationships form in your organization.
Steal all the templates I’ve shared and call me when everyone is singing your praises.
Don’t forget: every great process needs a tool that can help you simplify.
That tool is BambooHR. They can set your employees up for success from day 1. From automated new hire checklists to experiences that can be tailored to your organization they can make every employee feel special and welcome!
Don’t wait to deliver the best experience out there.
Step away from endless spreadsheets and a million tasks to simplify with BambooHR.
