What do you know about employee onboarding? Here are 9 do’s and don’ts you have to know about employee onboarding for startups.
Most of the times employers are so focused on finding the best talent that they forget about the bigger challenge: retaining employees and keeping them motivated and happy! According to Allied, more than one third of companies are investing nothing into employee onboarding and training their new staff.
Indeed, the most important question that you should answer is how the new staff should be integrated into your company culture. Here we discuss the process of creating an effective onboarding experience at your startup:
1. Think about onboarding while you recruit!
It’s very important that you know all different dimensions of your company in order to smoothly integrate the new staff into your startup. It couldn’t be reached if you have not started to prepare an onboarding plan while you recruit. Why? Because you can customize the onboarding plan based on the character of your new staff!
2. Update your onboarding process and structure!
Update your onboarding process and structure as you learn what does and doesn’t work for your company. Having this internal documentations to refer to as you scale and bring on more workers will prevent the feeling that adds to your stress level when onboarding new staff.
3. Don’t focus on job descriptions only!
Don’t limit your onboarding process to job descriptions alone. Indeed, a major part of an effective onboarding program comes from appreciating the company’s culture and the relationships formed with other workers.
4. Prepare a great welcome environment!
You have to consider time to create an agenda for the first day and preparing colleagues of the new staff to get involved. You should also supply any required handbook, stationary, mug, shirt and others. Oh…don’t forget to ensure organizing the new staff’s desks!
5. Prepare the necessary information!
Make sure that you prepare all related information, including details on dress code, catering, parking rules and others!
6. Make the new staff feel as comfortable as possible!
You can give the new staff a tour of company and introduce them to their stakeholders. It’s not recommended to make them jump into projects for the first week. Yes! It’s better if you consider an orientation week. During this time, the new staff will learn about expectations and internal decision-making process. A meeting with the direct supervisor should also happen during the first week, allowing the new staff and their new bosses to discuss short and long term goals.
7. Give feedback to your new staff and encourage them to give feedback too!
The new staff are seeing your company with fresh sets of eyes, which could lead to new ideas which you haven’t considered.
By encouraging them to give feedback, they will feel more relaxed and comfortable for sharing their insights and new ideas right away.
8. Conduct a performance assessment program for the new staff!
After 3 months, you should conduct the first performance assessment program for your new staff and determine whether or not the new employees are progressing as expected. At this level, your new staff should be fully integrated into your company culture.
9. Don’t rush into high expectations!
If you rush into high expectations, you’ll wind up with a group of unhappy new staff who never feel fully comfortable in their roles. Respect their socialization period with your company and invest more energy on warming them up!
Adding new staff to a startup is a stressful process. As you plan for onboarding for your startup, consider how to integrate them with the team, develop their skills and train them for success. If you encounter issues with the new staff, address them immediately. Only after that you can ensure that you’ve created a startup which everyone wants to be a part!