How to Onboard Your New Hire Right
Brought to you by Dragon Law.
Here are four practical tips to get your onboarding process right.
Tip #1: Start Early
Set your new hire up for success even before day one.
Prior to their first day on the job, send them a welcome email that includes an orientation schedule and comprehensive background information about the company.
First impressions matter, so be sure that their work equipment and accounts, even their business cards, are ready and awaiting their arrival.
Tip #2: Involve the Team
Building a business takes a team effort, and onboarding is no exception.
To ease the transition, send out an office-wide email to prepare the existing team for a new addition. You can appoint your newbie a ‘buddy’ – a go-to person for all their work-related questions – and host a welcome lunch, because what better way to get everyone together and chatting than over a meal.
Put procedures in place to give your new employee enough face time with the different departments so they can better understand the dynamics of the organisation. You can even design creative ways of helping them learn names and roles, like an informal organisational chart.
Tip #3: Establish Clear Standards & Guidelines
Get your new employee on the same page when it comes to company policies and culture. You can do this by ensuring important things like your Health & Safety Policy and brand values are clearly documented. Legal productivity tools such as Dragon Law can help you get started on some workplace policies, including ones for Social Media and Flexible Working, in minutes.
Store the latest versions of these in an online hub where they will be easily available for access. A web-based onboarding system allows you to standardise, streamline, track, and coordinate every stage of the process.
Tip #4: Make It Personal
The onboarding process doesn’t have to be one size fits all. In fact, it can encourage authentic self-expression. One of the first conversations you might want to have as a leader with your newcomer should discuss their individual strengths and interests, and identify customised opportunities for them within the organisation.
Remember, a company is only as strong as the people in it. People are your most important asset; invest in them and the results will be multifold.
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