This is the golden thread and should be at the centre of everything you do to make new staff feel special. It\u2019s about talking to people\u2019s hearts, listening to their needs and confirming they have made the right choice. And with current virtual onboarding requirements and the challenges they bring, you may have to be even more creative than usual to give people the tools they need to perform well.<\/p>\n<\/p>\n
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- 2. Culture<\/strong><\/li>\n<\/ul>\n
In order to be truly motivated, employees need to emotionally connect with the direction of the organisation. They also need to ensure their values match yours, so they can feel assured they can bring their whole selves to work. Make sure they are able to quickly get what it means to work for you, and remove any barriers that could prevent them from being fully themselves at work.<\/p>\n<\/p>\n
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- 3. Connections<\/strong><\/li>\n<\/ul>\n
Many induction programmes will include meetings with immediate stakeholders, but it is important to go beyond that. It\u2019s up to you to generate opportunities for new hires to meet people from all over the business so that staff can create cross-business networks. Relationships, wherever they may be, are more important than ever. Over 40% of adults report feeling lonely , and building new ties at work can help new hires feel like they belong.<\/p>\n<\/p>\n
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- 4. Compliance<\/strong><\/li>\n<\/ul>\n
This section should help give new starters answers to the \u2018How do I get things done here\u2019 question. It should focus on people understanding your systems and processes and go through any specific training they may have to do to become autonomous. It\u2019s important to make it simple and avoid any organisational jargon that could make them feel like outsiders.<\/p>\n<\/p>\n
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- 5. Clarification<\/strong><\/li>\n<\/ul>\n
Having a clear structure and defined roles may seem obvious, but it is often the woolly part of the plan. Before ticking it off, ask yourself: do employees know what good looks like within your company? How is performance measured and rewarded? This is about going through organisational goals and making sure everyone knows how they can contribute to reaching them.<\/p>\n
Firms often expect employees to be productive within their first 90 days, but very few have onboarding support in place to achieve this. Client OilTanking is a great example of innovation with its Employee Checklist, developed in collaboration with Let\u2019s Talk Talent. Given to all new joiners, the tool goes through the company\u2019s values, mission and corporate objectives as well as clearly stating expectations for the first 5, 30 and 90 days of staff\u2019s journey with the business. The initiative also includes a list of mandatory training, a buddy system to facilitate networking and feedback mechanisms to ensure continuous developmental feedback.<\/p>\n
Bringing people up to speed: conclusion<\/h3>\n
Creating a new HR strategy that will both entice great talent and retain them within the business is not a small task and should stretch over a few years in order to generate meaningful change. But whilst such an enterprise can be daunting, it\u2019s important to remember that a strategy is merely a plan, and that it can be broken down into key elements based on your key objective. Should your main organisational issue be centered around reducing staff churn and attracting the right fit for your business, then onboarding and inductions should be an important pillar within your overall strategy as it will positively impact both sides of the talent management coin. Alternatively, a bad onboarding experience can both be costly in terms of return on investment and also affect your reputation in the recruitment market as disappointed candidates are likely to share their experience with their peers.<\/p>\n
If you need any help developing this building block, whether it is to support your internal mobility program, to re-onboard furloughed staff or to give new hires a great experience with you, and our team will be happy to have a discussion about your needs. <\/a><\/p>\n
<\/a>You might also want to take a look at our <\/a>free re-onboarding checklist<\/a> for a starter for then on how to bring back staff in a way that rejuvenates and re-motivates them.<\/p>\nDownload our HR Strategy whitepaper<\/h3>\n<\/p>\n\n\n
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- 5. Clarification<\/strong><\/li>\n<\/ul>\n
- 4. Compliance<\/strong><\/li>\n<\/ul>\n
- 3. Connections<\/strong><\/li>\n<\/ul>\n