You’ve and your staffing company have invested time and money recruiting the perfect candidate for your open position. In fact, actual cost of replacing an employee can equal 150-200% of the salary tied to the position. In spite of that, 20% of new hires leave within 45 days, and you have to start the process over again. Partnering with the right staffing agency makes a significant difference, but don’ overlook the key you hold in your hand – quality intentional onboarding.
Regardless of your company size or the level of the open position, intentional onboarding not only alleviates many of the new-employee stressors, it also creates an inviting, and positive company culture that attracts, engages, and retains staff. Follow these steps for intentional onboarding.
Consider your mission statement: Determine how your words and actions on an employee’s first day will reflect that statement. How can you “walk the talk?”
Create an onboarding plan: Include a specific set of actions for the entire process from the week prior to an employee’s first day to the end of his/her first year. Include the mini milestones in between – first day, first week, first month, and first quarter.
Week prior to first day:
• Send a welcoming email. Include an overview of their first week, including meetings that will occur and current company projects. Attach any paper work that can be completed before arriving. Include necessary access and identification cards. Give pertinent staffs heads up so they can adjust their schedules to include meting the new employee and introducing themselves. Don’t forget to notify the receptionist or person who will meet them first so they can great the new employee by name.
• Prepare a workstation for your new employee. Include practical supplies, business cards, systems and email access, keys, office supplies, map of the building/office, internal phone directory, employee and company handbooks, etc.
• Assign a mentor coworker who will be available for questions and general assistance.
First day:
• Be on hand to welcome them by name and take them on an introductory tour.
• Help them make a personal connection with coworkers
• Give the specific tasks to accomplish so they feel immediately needed.
First week:
• Again, give them specific tasks and ensure that they have the necessary information, tools, understanding, and authority to complete them.
• Meet with them, or arrange a meeting with the department head or supervisor to discuss expectations and overview of the first 30/90 days.
• Communicate – answer questions, provide assistance, etc.
• Have a company break where appropriate staff gathers for a welcoming party.
First 30/90 days:
• Steadily increase responsibilities to accommodate their adjustment and assimilation into company.
• Encourage relationship building with the manager and coworkers and understanding of company mission and culture.
• Establish cross-functional orientation, work group orientation, and familiarization with organizational procedures and practices.
• Connect them with the company’s vision and mission statement and core values. Seek their input concerning how they will bring it to life within their realm of responsibilities.
• Assess their performance and provide frequent feedback. Communicate. Communicate. Communicate.
• Create opportunities to merge the new employees into their workgroups as well as into the organization, encouraging contributions, presentations, and conversations.
First year anniversary:
• Engage in a winning performance review.
• Seek his/her input for enhancing company operations, culture, or strategy.
• Discuss additional training and coinciding job responsibilities
• Affirm the value thy have brought to the company, and the difference they are making. Express your appreciation.
Intentional onboarding is strategy that reaps multiple benefits, saving companies both time and expense. Follow the guidelines and enjoy the difference. Springborn Staffing matches clients in the Bangor and Portland, Maine area with top employees. Retain them through intentional onboarding.
