Have You Set Effective Onboarding Goals?
Posted on December 19th, 2016 Read time: 2 minutes
Effectively onboarding new employees is essential for your company’s success. If your workers aren’t properly trained and engaged in their work within the first 45 days, they’re more likely to leave your organization. Find out how you can elevate the results of your own onboarding process, keep your staff happy and retain your workers longer.
Creating Onboarding Goals
Having a plan for onboarding communicates your goals and expectations, sets performance standards and increases employee morale. In the first 90 days, you’ll need a customized plan for helping your new hire successfully contribute to your business. When they understand how the projects they work on help reach specific objectives, and your team member has the proper support structure, they will become more productive in a shorter amount of time. They’re more likely to remain with your company longer, which reduces turnover and lowers your hiring costs.
Onboarding Your New Hire
Make sure everyone is welcoming on the employee’s first day. Greet your new staff member and introduce them to colleagues. Set short- and long-term goals, such as how your worker may become more familiar with your organization, or projects they will work on. Get your staff member involved in a project right away so they are productive and engaged. Be available throughout the day for providing support and answering questions. Talk with your team member at the end of the day to gain their input on how everything went and how things may improve.
Checking In
In your employee’s first 90 days, check in at set intervals to ensure progress is being made. After about a week, your new hire should understand their responsibilities, be making at least one new professional contact daily, know colleagues in various departments and be asking you questions as needed. You may assess this through informal conversations with your staff member or a short survey they fill out. Be sure you address how your staff member feels about orientation, whether they understand their objectives, how they feel they’re adapting and related topics.
After two weeks, follow up again on your new hire’s progress toward reaching company goals. Ensure you discuss any issues that come up so you can help your worker increase their output.
Evaluating Success
Ensure that after 30 days, your employee has been working on small and large projects so they gain skills and experience. Since it typically takes 45 days for a staff member to become fully immersed and productive in their new role, set up a time to meet with them to see how much they know about your company and how satisfied they are with their role. Discuss your employee’s work on projects, answer questions and address issues as needed.
Because properly onboarding new hires is critical to your company’s success, leave that process to the experts. Get in touch with the onboarding professionals at Innovative Employee Solutions today!
Related Articles
Posted on December 19th, 2016 Read time: 2 minutes
Effectively onboarding new employees is essential for your company’s success. If your workers aren’t properly trained and engaged in their work within the first 45 days, they’re more likely to leave your organization. Find out how you can elevate the results of your own onboarding process, keep your staff happy and retain your workers longer.
Creating Onboarding Goals
Having a plan for onboarding communicates your goals and expectations, sets performance standards and increases employee morale. In the first 90 days, you’ll need a customized plan for helping your new hire successfully contribute to your business. When they understand how the projects they work on help reach specific objectives, and your team member has the proper support structure, they will become more productive in a shorter amount of time. They’re more likely to remain with your company longer, which reduces turnover and lowers your hiring costs.
Onboarding Your New Hire
Make sure everyone is welcoming on the employee’s first day. Greet your new staff member and introduce them to colleagues. Set short- and long-term goals, such as how your worker may become more familiar with your organization, or projects they will work on. Get your staff member involved in a project right away so they are productive and engaged. Be available throughout the day for providing support and answering questions. Talk with your team member at the end of the day to gain their input on how everything went and how things may improve.
Checking In
In your employee’s first 90 days, check in at set intervals to ensure progress is being made. After about a week, your new hire should understand their responsibilities, be making at least one new professional contact daily, know colleagues in various departments and be asking you questions as needed. You may assess this through informal conversations with your staff member or a short survey they fill out. Be sure you address how your staff member feels about orientation, whether they understand their objectives, how they feel they’re adapting and related topics.
After two weeks, follow up again on your new hire’s progress toward reaching company goals. Ensure you discuss any issues that come up so you can help your worker increase their output.
Evaluating Success
Ensure that after 30 days, your employee has been working on small and large projects so they gain skills and experience. Since it typically takes 45 days for a staff member to become fully immersed and productive in their new role, set up a time to meet with them to see how much they know about your company and how satisfied they are with their role. Discuss your employee’s work on projects, answer questions and address issues as needed.
Because properly onboarding new hires is critical to your company’s success, leave that process to the experts. Get in touch with the onboarding professionals at Innovative Employee Solutions today!
