Let’s be honest. New employees can be confused, stressed, and may seem too eager to please. It’s almost difficult for employees to turn to genuine sharks in a matter of weeks.
If you’re an employer in the science field, you’re likely to deal with different generations of workers. The onboarding process allows you to introduce them to the culture and expectations of your company.
Here’s a step-by-step guide to help you plan a detailed onboarding process;
1. Identify Which Type of Onboarding Is Better
You should identify whether you’ll be formal or informal. Informal onboarding happens when new employees learn everything about the company without help from supervisors or senior employees. It’s advisable to go the formal way.
A formal onboarding plan makes your employees feel valuable and needed. It’s also suitable for your company culture and workforce.
2. Know What Your New Hire Needs
Understand what your new employee needs- from the most basic needs to more specific ones.
These needs are referred to as the 4Cs:
• Compliance- includes policies and rules of the company
• Clarification- involves breaking down roles, systems of hierarchy and the job requirements
• Culture- these include work ethics, norms, and leadership of the company
• Connection- these include channels for communication and networking
3. Start the Onboarding Process During the Recruiting Phase
Your employees should have a glimpse of the company culture before they walk through the door. You should begin the process during the hiring stage. The end goal is to get the employees well-versed with the 4C’s.
You should provide the candidate with a realistic idea of what the job requires. A realistic job preview (RJP) will protect many prospective employees from unmet expectations.
4. Plan Ahead
You should make proper plans for your employee’s first day of work. Take time to go over the steps to the onboarding process, so you don’t overlook critical details.
Once the date is set, you should plan and coordinate with the front desk staff and the HR representative. Make sure you schedule meetings on time, and you have access to secure systems and networks.
Prepare all documents and make a checklist for the new employees to cover the Clarification and Compliance parts of the 4C’s. You may as well have their designated workspaces ready.
5. Train the Employees in Shorter Blocks of Time
You shouldn’t bore the employees with long hours of training. Schedule shorter sessions at intervals to keep them alert. You may also seek the help of the staff with the practice.
6. Provide the Employees with Passwords, Work Calendars, and Log In Credentials
Write down all passwords and credentials on a piece of paper for easy access. These include WI-FI passwords and computer login information.
7. Make Week One About Identity
Your first week should be about knowing how your employee’s talents can work best for your company. You should allow your employees to take on a people-focused approach as they achieve personal goals.
8. Encourage and Facilitate Connection
You should make your employees feel like they’re making the right connections. This will boost their confidence and performance. It also gives them a sense of identity and belonging.
The on-boarding process is continual because you need to evaluate the process at regular intervals.
New employees can bring in new energy to your company. You should ensure that your employee’s transition well and they begin providing value to your business.
You won’t go wrong with a step-to-step guide to the onboarding process. For more tips and information, please explore the other sections of our blog.