{"id":223,"date":"2020-05-14T06:16:00","date_gmt":"2020-05-14T06:16:00","guid":{"rendered":"https:\/\/www.qandle.com\/blog\/?p=223"},"modified":"2024-01-25T08:05:04","modified_gmt":"2024-01-25T08:05:04","slug":"5-tips-to-welcome-and-onboard-new-employees-successfully","status":"publish","type":"post","link":"https:\/\/www.qandle.com\/blog\/5-tips-to-welcome-and-onboard-new-employees-successfully\/","title":{"rendered":"5 Tips to Welcome New Employees Successfully"},"content":{"rendered":"\n

Adapting to a new job is a big challenge for many new employees.\u00a0Accoding\u00a0to recruitment consultant company Hays, it can take a new employee anywhere from three to six months to adjust to a new role. This can be an even greater challenge for organizations that have to onboard employees remotely due to the current COVID-19 pandemic.\u00a0<\/p>\n\n

\n \"bb\n

Looking for the Onboarding Software <\/strong>? Check out the Best Onboarding Software.<\/a><\/p>\n <\/div>\n\n\n\n

While onboarding new employees<\/a> can be difficult, equipping newcomers with the right skills and mentorship opportunities is vital to ensure high efficiency, productivity, and low turnover rates. Below, we\u2019ll go over 5 tried and tested tips to help new employees adjust to their job, whether that\u2019s in the workplace or from their own homes.<\/p>\n\n\n\n

<\/span>How People Adapt to New Jobs<\/span><\/h2>\n\n\n\n

For new employees, landing a new job can be both an exciting and nerve-wracking experience. While there are many new opportunities, it can be difficult being the newcomer confronted with a new working environment, unfamiliar colleagues, and unknown expectations.<\/p>\n\n\n\n

New employees<\/a> tend to prioritize their learning, focusing on understanding the business\u2019s strategic priorities and their role in the organization. This learning includes understanding who their key team members are and which tasks they are responsible for on a daily basis. As for interpersonal relationships, it takes time for new employees to gain rapport with colleagues and team managers. Employees tend to note their boss and team members\u2019 communication styles and expectations to see how they can work effectively together.<\/p>\n\n\n\n

<\/span>Why it\u2019s Your Company\u2019s Responsibility to Help Employees Adapt <\/span><\/h2>\n\n\n\n

Did you know that\u00a020% of staff turnover\u00a0occurs in the first 45 days of employment? When a new employee quits within this period, it can cost employers between\u00a0$3,000 to $18,000\u00a0to replace them.<\/p>\n\n\n\n

If your organization doesn\u2019t have a proper onboarding software<\/a> or program and expects new employees to achieve spectacular results within 3 months, then you\u2019re losing out on money and talent. According to a study from the Society of Human Resource Management, the average cost to hire an employee is $4,129. It also takes approximately 42 days to fill the position. <\/p>\n\n\n\n

According to Forbes, there are also costs associated with employees that are unproductive because of a poor onboarding experience.<\/p>\n\n\n\n

<\/span>5 Tips to Help New Hires Settle in Quickly<\/span><\/h2>\n\n\n\n

<\/span>I. Have a 90-day Onboarding Process<\/span><\/h3>\n\n\n\n

A good 90-day onboarding process<\/a> can help new employees build trust and alignment with their team members and the organization, engage employees early on, and decrease turnover rates. Adequate onboarding programs are rare and those that do exist are usually insufficient. Common 2-day onboarding efforts tend to leave new employees ill-prepared in their first 3 months when it comes to understanding their role, building key relationships, and adjusting to the company culture. <\/p>\n\n\n\n

For your 90-day onboarding process, it\u2019s important to prepare your existing staff members for the new employee, ensure their workstation is ready to go, and make sure they have access to all the necessary tools and programs. You should also schedule a time for the new employee to meet with key people and departments. Also consider arranging a lunch gathering so the new employee and team can bond and build rapport. <\/p>\n\n\n\n

If you\u2019re onboarding remote employees you can use a similar framework. For example, you can send them a warm welcome via email and encourage other team members to reach out via Slack, Zoom, Telegram, etc. I recommend having a friendly Zoom introduction call the first week so your new employee becomes familiar with other people in the company and their roles. <\/p>\n\n\n\n

When it comes to their workstation, you may need to budget additional money for your new hire to set up their home office and provide them with an ongoing stipend every month for office supplies, internet, and utility bills.<\/p>\n\n\n\n

<\/span>II. Encourage Leaders to Connect with New Employees<\/span><\/h3>\n\n\n\n

According\u00a0to Amy Fox<\/a>, President, CEO, and founder of Accelerated Business Results, \u201cWhen [leaders] engage with employees on a personal level, they feel like you care about them, value their contributions and understand their point of view. When that happens, employee commitment and engagement increases. In essence, people will want to work more for you when they know you are invested in them and care about all the things that impact their world and workplace.\u201d<\/p>\n\n\n\n

This effect is enhanced with new employees since they\u2019re in the process of understanding their place in the company. Encouraging leaders to connect with new employees is a great way to help them build relationships and make them feel like they\u2019re part of the team.<\/p>\n\n\n\n

\"boss
This can be a rather nerve-wracking sentence to hear. But not when Leaders frequently interact with employees and make themselves accessible!
Image Source<\/a><\/figcaption><\/figure>\n\n\n\n

The same can be said for remote hires. Leaders can reach out and welcome the new hire into the company. A simple email, slack message, or Zoom call is a great way to build rapport. If you want to take this a step further, managers can assign leaders in every group. These leaders can help remote hires understand questions that are more specific to their role, like how to share key documents, how to handle disruptions in the home, or how to install and setup a VPN.<\/p>\n\n \n