To make onboarding effective, managers should understand the tasks that need to be completed for the employee and also the other players in the organization who will play a role. This video identifies key internal tasks including workspace preparation and obtaining badges or other security issues. You can learn who to work with in other parts of the organization to complete these tasks.
- With all relevant information packaged up and sent out to your new hire, you can now focus on tasks that need to be completed internally before their start date. Let's start with things related to their workspace and needed resources. Maybe the most important issue is to make sure their phone and computer are fully ready when they arrive. Leave them clear instructions for setting up voicemail, and be sure the IT department correctly installs and configures their computer, so they can access relevant network resources and their email. It's not just the phone and computer, make sure the entire workspace is ready. That makes a huge positive comment about how much they matter. So have the space cleaned, stocked with normal supplies, and consider any other resources needed, for example, a new chair. Now, in terms of security, you want to have keys or badges made ahead of time if possible. Otherwise, complete these on day one. You also need to give them any security codes or passwords, as required by their work. These you deliver on their first day, after they have signed necessary paperwork, not ahead of time. These last two are really a nice touch. First, make sure to affix their nameplate to their cube or office before they arrive to make them feel welcome. Finally, consider having a welcome gift of some sort waiting for them at their desk. It doesn't have to be expensive, but it matters. It tells the person they are valuable. Okay, now let's talk about your team. These are the people with whom the new hire will work. So gather the team informally to tell them about the person. You can feel free to share what you know, the person's name, their professional background, where they went to school, key achievements, or maybe a hobby if they shared one during the hiring process. Most importantly, you'll end this informal chat by setting a few expectations. When the new person begins work, you expect individuals to stop by and say hello, to look for ways to be helpful, and to generally make an effort to help the person feel welcomed. Of course, anytime you ask yourself whether or not you've correctly prepared for their arrival, you can check yourself by speaking with your team, a friend in HR, or your boss to see if they have any extra tips or ideas for making the process as smooth as possible. Yes, onboarding creates a lot of work, but it's well worth it. You can start by making a list of everything you need to get done before they arrive. HR probably has one for you. Then go talk to a few colleagues, and see what, if anything, they would add. The result of thoughtful onboarding like this is an increased likelihood your new employee will know that you value their addition to the team, that they have the resources to do the job, and that their new colleagues are invested in making them successful.
- Preparing to onboard
- Onboarding in context
- Activities before the first day
- Addressing internal tasks
- Exploring your role as manager
- Assigning a buddy and a mentor
- Setting new employees up for success
- Examining the new employee's role