Don't Let Your New Hires Fend for Themselves

Remember that time you started a new job and felt like you were left to fend for yourself? I do. It took me back to my very first day at a new high school. I only knew my teacher’s name and before I knew it, the lunch bell rang. My heart sunk and head dropped as I placed my lunch tray down at the dedicated loner table because all the other seats were “saved.” 

Five years later, there I was, dropped into the corporate jungle left to navigate the ropes myself which included setting up my phone and computer, emptying my “new” desk of the past occupant’s clutter, and wandering around like a lost puppy in search of the mailroom. Needless to say, I moved on to bigger and better opportunities and I’m not alone, companies lose up to 25% of all new employees within the first year.

If I had gone through a proper onboarding process, there’s a 58% chance I would have stayed with that company for more than three years and saved them anywhere between $3,000 to $18,000, the average expense to replace an average employee.

Want to save your pennies and grow a world class team?

Invest your time to create a structured onboarding process. Don’t get flustered, follow the 4C’s to help craft your onboarding strategy long BEFORE your new employee arrives for their first day.

1. Connection – Set an agenda for their first week which helps to establish interpersonal relationships and information networks necessary for the new hire’s success.
   • Schedule meetings for the first week with key stakeholders to give the new hire insight into their experience and role.
   • Schedule a first day lunch with the team (No loner tables here).
   • Set up a one-on-one meeting for the employee and their direct boss as an opportunity to set expectations and answer any looming questions.
2. Company – The goal is to make the new employee feel a sense of belonging. To achieve this, consider sharing important information necessary to get the new hire up-to-speed.
   • Information about the company’s mission, goals, customer personas, and organizational structure.
   • Basic legal and policy related rules and regulations.
   • Create a company swag bag – what greater way than to welcome someone onto the team with a company jacket and a branded koozie!
3. Career – Lay out their objectives and what it will take for them to succeed in this role. Don’t forget to include the basics which are sometimes taken for granted such as:
   • How their role fits into the big picture?
   • KPIs, the payout timeline, benefits, vacation policy, dress code, etc.
4. Culture – Give the new hire the 411 on the quirks and perks of the office.
   • What can they expect from a cultural standpoint formally and informally?
   • Who is the seasoned employee with all the answers?
   • Do most people eat lunch at their desk or in the cafeteria?
   • Do people take advantage of Friday jean day?
   • What kind of celebrations or happy hours take place?

The hiring process is a long and exhausting process, but it doesn’t stop as soon as the new hire signs the contract. Follow the 4 C’s to create a strong onboarding process that will bring better employees into the company, increase retention rates, productivity levels, overall satisfaction, and not to mention save you a few thousand dollars.