How to Smoothly Transition Employees Into 1st Week on the Job

How to Smoothly Transition Employees Into 1st Week on the Job

An employee’s first week on the job is a crucial time – one that can make or break their long-term loyalty to your company. Successful new hire onboarding is one of the most important human capital investments you make, as you continue to clarify a person’s role and expectations and build their personal investment in your business. Consider these statistics: 

  • Half of all hourly workers leave their jobs within the first four months. In the case of senior-level employees, the same percentage resign or are fired within 18 months. But in companies with leading onboarding programs, close to 70 % of team members stay on for at least three years. 

How to Ensure Your Onboarding ROI 

As you structure and implement your onboarding process, make sure every new hire is quickly made to feel welcome, valued and prepared to contribute.   

  • Start onboarding even before an employee’s first week at work. Send new hires as much information as possible ahead of time, including any paperwork they can complete. Provide a FAQ sheet based on questions people typically ask during their first six months at your company. 
  • Have their workstation ready. Be sure phones and computers are connected and email and other accounts are activated. Equip work areas with company phone directories, organizational charts and other helpful tools – right down to pens, sharp pencils, legal pads and some fun company swag – maybe a coffee mug, hat or T- shirt. 
  • Post policies and procedures somewhere convenient and accessible. Verbal mentions may go unnoticed in the midst of all that’s going on. An online resource that can be regularly updated is an excellent tactic. 
  • Consider a buddy system. Have welcome mentors who show new employees around, introduce them to colleagues and help answer their questions. This helps people get a true feel for the culture and personality of their new workplace. 
  • Make them feel included. This goes beyond the nuts and bolts of their job. If there’s a Friday happy hour, make sure they’re invited. If you have dress-down days, inform them so they don’t show up in a suit and tie and feel like an outsider. 
  • Set SMART goals. Give your new employees SMART – specific, measurable, attainable, realistic and time bound – goals, right from the start. Identify a few that are easy to reach in a short period of time, so they can realize immediate success and stay energized about their decision to join your team. 
  • Set up meet and greets. Provide new employees with an opportunity to meet customers and other stakeholders. Giving them this direct access will further enhance their engagement and show them the impact of their role. 
  • Stay in touch. Especially during an employee’s first week on the job, touch base with them frequently. There are 2,400 minutes in a 40-hour workweek. Spending just 10 or 15 of them with someone can transform the likelihood of their success and satisfaction at your company. (Hint: this goes for all employees, not just newbies. But touchpoints should be more numerous during those critical first few days.) 

Need Help Optimizing Your Staffing and Talent Management Strategies? 

Enhancing your employee onboarding experience is just one way the expert team at Frontline Source Group can help optimize your staffing and talent management strategies. Read our related posts or contact us today to learn more. 

Category(ies): Blog
Published on: Jul 16, 2019