But often in our search for answers, we focus on the efficiency of collecting the required paperwork and signoff on procedures we need for regulatory compliance. Maybe we are asking the wrong questions?
Perhaps we could consider this: How do I create an onboarding experience that supports success for the newest member of the team? The answer: We shift from our priorities to the employees’ priorities.
Employee-First Onboarding
Often new employees can fall victim to a rushed and hectic onboarding experience. If the operation is shorthanded, the stress of that situation causes the trainer to cut corners and throw as much at the new employee as quickly as possible. Not a great experience.
In fact, let’s be honest. This is a recipe for disaster. Team members become overwhelmed, feel incompetent, and they end up leaving the job in their first 30 days. They may even leave in their first week!
If you shift the priority of onboarding away from corporate requirements to creating an experience that focuses on their success, you begin to imagine a new way forward.
Let’s consider what this fresh perspective might look like:
First Day is Welcoming
Remember – what happens on their first day communicates what to expect in the future. They are evaluating if they made the right decision to join your team. Why not make it a great day!
Take them for a tour of their work environment and introduce them to the team. Serve up their favorite beverage and make them feel welcome. Take a breath. We’ll get to the critical paperwork later in the day. By introducing them to others and making them familiar with their surroundings, you increase their comfort level, and they begin to feel part of the team.
Burning Off Nervous Energy
Everyone has first day jitters, no matter how much experience they bring to the job. Tackling a few physical tasks is the perfect way to burn off this excess energy. They also feel like a contributor and build a bit of confidence. We don’t need a monumental achievement here; we are easing them into their work experience. Short and simple.
Feedback
Sometimes we take for granted those responsibilities we find routine, where others might find them challenging. Coaches completing the onboarding process need to stop and take the time to check in – often. This will demonstrate early in the process that feedback is encouraged and part of your culture. Busy managers can often shortchange this process and they pay the price down the road. We need to coach the coaches on this skill and responsibility.
The Necessary Details
Yes, we did not forget. You have procedures and paperwork that need to be properly executed. A relaxed team member who feels welcome is in a better state of mind to understand what they are signing, reading, and agreeing to, and can better ask questions for any clarification.
Finally
Onboarding is for the employee. Consider making their first hour, first day, a great experience. We’ll get to the requirements. But first, let’s let them know how happy we are they joined the team.
A fresh perspective. A fresh experience. It just may be that answer we’ve all been chasing all along.
Discover Gears To Your Career® with trainingGrid®
The Gears To Your Career philosophy, paired with the trainingGrid LMS, provides the training needed to take employees from onboarding through to promotions and leadership development. trainingGrid’s intuitive design makes onboarding new employees and learning management simple by allowing employees to begin training with just a click. This flexible system comes with a variety of robust features customizable to fit your needs in addition to built-in reporting and certification tools that track your compliance documentation.
Request a guided demonstration of trainingGrid today!
