​​​​Onboarding refers to the process after a candidate accepts a new role. Their first days, weeks and months should follow a comprehensive process that helps new employees understand the company, their role, and how they can contribute. It includes training, mentoring, employee engagement, and on-the-job experiences that provide them with the knowledge, skills, and relationships they need to be successful.

Onboardings are not a one-time event. It’s an ongoing process that should go on for the first few months.

First, let’s look at some benefits of effective onboarding.

  • Helps make new employees feel welcome and supported.

  • Equips new employees with the knowledge and skills they need to be successful in their role.

  • Reduces turnover.

  • Increases productivity.

  • Improves employee engagement.

However, onboarding can only be truly effective if managers and employees actively engage in the process.

​For companies/managers:

  • Provide a comprehensive orientation – the company's history, culture, values, policies, etc.

  • Set clear expectations – take the time to review the role's responsibilities and accountabilities.

  • Set clear goals – what should they have achieved in 3 months?

  • Foster relationships – connect your new team member to key people or teams they would work closely with. This will help

  • Actively support as your new hire settles into the role – feedback, tips and timely check-ins are some ways to do that.

For employees:

  • Be prepared – research the company, its products/services, your role, etc.

  • Be proactive – ask questions and reach out.

  • Actively seek feedback and be open to receiving them.

  • Get involved in company activities and events – when you’ve built relationships with your colleagues and know them better, it’s easier to ask for help later.

On top of that:

  • Get to know each other – we don’t need to get into the nitty-gritty details of our personal lives but getting to know each other as people can help set the tone for this new professional relationship.

  • Be adaptable – everyone communicates differently. This also means our teaching and learning styles are different.

  • Be positive – this helps the new employee to feel excited about their job.

  • For managers, if your new team member is new to the scope of work, celebrating small wins can also help encourage and motivate them.

Onboarding is an essential investment for both parties.

By taking the time to do it right, you can set each other up for success!

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