Spring brings thoughts of “newness of life”. Although on a much smaller scale, being hired after a period of unemployment brings a similar “new beginning” to the employee. According to Head Start Program and Fiscal Operations, it is vital for any new employee to feel not only welcome, but also comfortable, prepared, and supported. A successful new employee feels satisfaction with their new job, and will remain on board for an extended period of time.
With the relatively high cost of employee turnover, employers are interested in a new employee being successfully integrated into their work staff, and to remain on board as long as possible; hence the common phrase onboarding for new employees. However, most onboard training consists of little more than a verbal welcome by staff and introduction to the new employee’s workstation. One of the greatest fears students have before graduating college or other training programs is to be plunged into a job without proper assimilation practices or training by the company.
So what can employers do to set a person up for success as a new employee? After the regular onboarding meetings and completing paperwork, one option might be to extend onboarding past the first day. Onboarding should be considered an extended period of time that offers a little extra “hand holding” as the new employee is integrated into the environment. That’s not to say hovering over the employee so they become self-conscience, but rather one or more staff members working closely with the new employee as they gain confidence that leads to independence.
Additionally, ongoing communication and observation are essential in providing support for the new employee. A semi-formal meeting with management should be done within the first 90 days to confirm whether the new employee is meeting requirements and if they have any questions.
Making sure the new employee has fully transitioned into their new place of employment, with full support and communication, will help to guarantee a longer stay with the company.
If you have any additional ideas on how to onboard a new employee, please share them in the comment section below.
David Spears is a member of the Workforce Solutions Navigator team for the Texas Gulf Coast Region. Combining training and education to real world examples, David brings personal and professional experience with disabilities to the table in order to help job seekers with disabilities realize their potential. David has a Bachelor’s of Science degree in Business Administration with over 20 years of experience in the business world.