The best way to make the onboarding process enjoyable and informative is to welcome new members of your team firsthand. Too many new faces can be overwhelming. Videos, e-learnings and online resources are an important part of orientation and further training. A good strategy for orientations and training sessions is to have few members of your staff on hand. You should mix the talks with interesting and upbeat digital introductions and walk-throughs.
Even if your orientation was not memorable, you probably experienced some amazing moments in your first week and month. Think of what moments and techniques you could use to familiarize your new employees with the company’s culture. By bringing your new employees to the boardroom in the headquarters office, even if you have to do it over video, you give them “tribal knowledge.” The talks and digital resources reveal the consistent standards, expectations and attitude that your workforce shares.
New employees are under extreme pressure to perform well. They often have little knowledge of industry standards and company practices. Orientation and personalized follow-up trainings are good moments to explain that people are not expected to be perfect. Documenting how experienced staff handle a problem makes new employees feel relieved. Watching such videos also lets them know who they can ask for help. Think of pairing digital resources with a few in-person appearances, a Q&A session and a mentor relationship.
Change the Onboarding Process As Needed With Help From Recent Hires
It’s important that your company’s onboarding experience remain consistent and effective. Yet you need to allow for the integration of new standards and information. Use your Human Resources staff to explain the legal and technical aspects of job features like benefits, the company wellness plan and health insurance. Talk to your most recent hires about how they think these changes could best be presented.
Since new employees just went through the onboarding process, they understand where certain information would best be inserted. In addition, being given an important question to answer helps them feel recognized. When you are able to make changes using their suggestions, that shows them they have been accepted by the company and their presence is valued.