Employee Onboarding

Building an impactful onboarding experience

Keep Your New Joiner Engaged Even Before their Joining

According to studies, more than 80% of workers suffer anxiety while waiting to start a new job, a feeling that lasts long after their start date and lowers productivity. Worse, second thoughts might lead to the abandonment of a previously held position. The most typical reason for post-offer back-outs is a lack of participation during the pre-employment process. It’s critical for HR to get involved with the new employee as soon as possible.

Taking a proactive approach to both preparing and communicating is one of the greatest ways to optimise your staff onboarding process. You don’t have to wait until the employee’s first day to start interacting with them. Instead, start the process by contacting through email far ahead of the start date. Employees will have a better understanding of what to expect on their first day on the work as a result of this.

i) Take the time for introductions with everyone
i) Keep them Well Informed

Make sure to get them excited to work in your company. Explain your culture, achievements, values and growth journey in detail. Give them a proper idea of what to expect by joining the new environment, what their growth opportunity will looks like.

ii) Send Pre-Boarding Personalized Welcome Kit

Before the on-boarding, share the personalized welcome kit, goodies with new joinee. Make them feel welcome and engaged even before their first day of office.

Give them a Memorable First Day

1) Make sure to give them a warm welcome

Send an internal announcement regarding the new hire, and make a point of personally introducing them to everyone in the company. Make sure to provide a pleasant experience for them; the first day is already stressful.

ii) Take the time for introductions with everyone

Send an internal announcement regarding the new hire, and make a point of personally introducing them to everyone in the company. Make sure to provide a pleasant experience for them; the first day is already stressful.

Set 30-, 60- and 90-day goals for them to start with

Make sure to communicate your expectations with them, return to the checklist you and the new employees’ supervisor developed for this. Set a 30,60 & 90 day goals for them to start with and share your feedbacks and learnings with them accordingly.

Assign them a Support to show around & answer questions

Taking the example of Buffer’s three-buddy program system for their six-week on-boarding system – Leader, Role & Culture Buddy.

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