an onboarding checklist for success [infographic]
provided by: http://www.octanner.com
An onboarding checklist for success
6 engagement strategies for the first year
Deeply engaged employees make a huge impact on their team and the great work they produce. Engaged employees are more productive, passionate, and loyal. So, how do you maintain the passion new hires feel and deepen their engagement as they get integrated into your culture? How do you ensure you onboard for success?
1. Communicate purpose
Only 25% of employees worldwide feel connected to their company’s mission, and 50% do not find meaning or significance in their current role.
In the interview process, educate potential new hires on what matters to your organization and what people value to achieve success. Consider putting new hires into an email nurture track that delivers culture insights and tips every week. You can also equip managers with a success checklist on how to ensure each new hire feels welcome from day 1 and beyond.
2. Make a great first impression
69% of employees are more likely to stay with the company for at least 3 years after a great onboarding experience.
FIRST DAY: Show them what they need to know and have fun. Beyond giving new hires the right information and equipment to get started, give recognition to congratulate them on their first great decision: joining the team. Relationships matter. Connect new-hires with a mentor to show them the ropes and set up a new hire network so they have a peer group to support them as they transition into the job. Gifts with meaning. Useful, branded gifts go a long way. Have an open work environment? Give your new hires brand-name headphones to help them work.
3. Check in frequently
Up to 20% of turnover happens within the first 45 days of employment.
30 DAYS IN: Ask employees how they’re feeling, if they need anything, and what could be done to improve their onboarding experience. Connect with leaders. Plan a lunch with senior executives giving new hires a chance to ask open questions and get to know the leadership better.
4. Set clear goals
60% of companies indicate that they do not set any milestones or concrete goals for new hires to attain.
60 DAYS IN: Review the new hire’s progress to date, and recognize the great work they’ve accomplished. Give recognition in front of the team to call out their unique contributions. Then, co-create a plan for the next 60 days. What growth, insight, and groundbreaking results will the new hire strive for, and how can you train and equip managers to succeed?
5. Stay the course
New hires in companies with longer onboarding programs report being more proficient in their roles 4 months sooner than in companies with short onboarding programs.
90 DAYS IN: Keep an open door policy. Though many employees feel well integrated and comfortable with the company by now, communicate that HR and their manager’s doors are always open for questions and clarifications on any matter.
6. Show your appreciation
10X as many people leave at one vs. five years. With quitting peaking around anniversaries, the year mark is when you need to demonstrate how much you value your employee.
END OF YEAR 1: Celebrate! At one year, employees feel like they’ve made it through the learning curve and have started adding value. Give a gift or symbolic award that recognizes each new hire’s first year contributions and reinforces the right choice was made a year ago.
Get additional engagement strategies by downloading our Onboarding with Appreciation chart