Too many organizations fail to connect with employees during the on-boarding process because they make the classic mistake of focusing on what they want to say instead of what employees want to hear. It’s a costly error that could transform engaged newbies into second guessers. Whether your process is in-person, virtual, or a combination, incorporate these guidelines to reinforce the positive connection you built during the recruiting process.
- Keep it Brief: You may want share the entire company history complete with timeline, strategic plans, and 400-page slide deck of org charts and product/service information. Don’t. Instead tell them a story they can remember. Why the company started. Why it’s a great place to work now. And how they can help build its future.
- Keep it Focused: There is a temptation to provide everything at once so you can check the on-boarding box, but if you overload employees on day 1 with meetings, system demos and forms, they will forget it all. Focus on their big concerns: How will my kids get health insurance? What happens with my 401(k)? What are my goals and how will I be measured? Can I have lunch with my manager? Oh, and where is the bathroom?
- Space Out the Intros: Rare is the person who can remember 50 names in a single sitting. Be a great host, but not just one day one or two. Schedule meetings in a logical flow and avoid the random intros to senior folks. Instead ensure they meet and have time with whom they will most closely work. Do the same with training. Don’t waste time showing a manager a compensation system he or she won’t touch for nine months.
- Keep it Light: Onboarding is another chance to sell the organization. Remind them why they joined and the impact they can have. You want people leaving on day one excited, not filled with buyer’s remorse.
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