Employer Branding
Onboarding that prevents staff turnover and boosts productivity
06 OCTOBER 2023
What is onboarding?
Onboarding is the process of introducing a new hire to their role, colleagues and company culture, from signed contract until they are fully productive. Good onboarding helps people get up to speed faster, feel welcome and stay longer. It starts before day one and usually runs for three to six months.
- Before day one: welcome email, equipment and a plan for the first week.
- Day one: a personal welcome, a buddy and clear expectations.
- First month: introduction to the business, culture and tools.
- Follow-up at 30, 60 and 90 days: feedback in both directions.
A new employee on the way? Here is how to succeed with onboarding.
In this article we look at onboarding, a routine as important as having fresh coffee ready on Monday morning. When new employees are integrated into the company and culture early, productivity and retention increase. So put aside your dull introduction template and let us build an onboarding that creates engagement and a positive first impression, and in the long run an inclusive, effective and profitable workplace. But first, an onboarding to onboarding.
Onboarding: what is it?
When new employees walk through the office door for the first time, it is a bit like landing on a new planet: they do not yet know how gravity works here. Onboarding is the map that helps them navigate their new tasks and the workplace, as well as the company’s goals, core values and culture.
Onboarding and profitability: a love story
So what is the purpose of onboarding? In short, to prevent staff turnover and reduce the time it takes for a new hire to become productive, two goals that go hand in hand. When new employees feel comfortable, included and informed, they are more likely to be productive and to stay. Win-win!
How to check off a successful start
Before you start onboarding, we at Oddwork want to make the case for preboarding. When you are new, a little inside information before being thrown into an unfamiliar setting helps a lot. Does everyone go out for lunch every day? Then it might feel lonely to show up with a lunch box. Is there a long notice period before your new hire can start? Invite them for coffee with the team and show them the office.
Every company has different conditions, but offering new hires a little extra makes them feel welcome and confident that you have a plan for their start.
What can this look like? At Oddwork, we all send a welcome text to the new person at the same time. The result is a swarm of upbeat messages from their future colleagues that clearly says: welcome to the team! More tips below.
Checklist for preboarding and onboarding
Based on the latest trends, research and the reality of today’s candidate market, we have put together a checklist for clear preboarding and onboarding that gives new hires a start to remember. Follow these steps once you have taken care of the obvious practical details, such as ordering an access card, equipment and installing basic software.
Before the first day
- Welcome your new colleague with a call, text or email and confirm the start date, times and other information about the first day. Tip: Automate this so every new colleague is welcomed the same way.
- Appoint an onboarding buddy related to the role whom the new colleague can turn to with questions.
- Create an introduction plan and schedule for the first weeks. Tip: If you have a shared calendar, send it a week or so before the first day. It lets the new hire get familiar with your systems and gives a clearer idea of what is expected.
- Invite them to planned activities and meetings so they feel included from the start.
- Tell the team about the new hire and introduce them in internal channels with name, photo and information about the role.
The first days
- Welcome your new colleague at the door and start with a short guided tour of the workplace.
- Share the employee handbook or culture book and other key documents to go through in the first days.
- Have coffee or lunch with the team on the first day, in a more relaxed setting.
- Go through safety routines and emergency exits.
- Present the organisation’s structure, purpose, values, vision, mission and cultural activities.
- Explain terms of employment, working hours and benefits.
- Go through the full job description and introduce the tasks.
- Go through relevant systems and communication channels.
- Set aside time for reflection and check-ins.
- Introduce the new hire to the whole team or company.
The first three months
- Book a follow-up meeting with HR to evaluate the introduction.
- Introduce the business and give the new hire time to get to know relevant departments. Tip: Introduce internal job shadowing, where new colleagues spend time with colleagues in other teams. It builds understanding and respect for each other’s work while creating new connections.
- Book regular check-ins with their manager.
- Plan an activity for the whole team outside working hours. A new colleague affects the whole group’s dynamic, so create opportunities for everyone to get to know each other.
Good luck, and remember:
Any questions about how we can help you attract, recruit and retain people? Don’t be a stranger! Read more: How to improve the candidate experience.
FAQ
Frequently asked questions about onboarding
How long should onboarding last?
Often three to six months depending on the role. The most important thing is a clear plan for the first 90 days.
What is the difference between induction and onboarding?
Induction is often the first few days. Onboarding is the whole process until the person is productive and feels they belong.
How does onboarding reduce staff turnover?
Many early leavers quit within the first year. Structured onboarding creates belonging and clear expectations. Read more about employee retention.