Integrating new hires is crucial for any company looking to maximize productivity, enhance engagement, and reduce turnover rates. A well-structured and thoughtfully designed onboarding process can be the difference between a thriving long-term employee and one who leaves prematurely. A well-designed employee onboarding program offers many benefits to companies, as evidenced by these statistics:
- Reduced turnover rate: Companies with a structured onboarding process see a 20% reduction in employee turnover (Gallup, 2023)
- Increased productivity: A structured onboarding process can increase new employee productivity by 50% (Workday, 2023)
- Improved employee satisfaction: Companies with effective onboarding programs report a 70% improvement in employee satisfaction (Glassdoor, 2023)
- Long-term engagement: Employees who benefit from structured onboarding programs are 69% more likely to stay with the company for at least three years (Bersin by Deloitte, 2023)
Here are some strategies and best practices for successfully integrating your new hires.
The importance of onboarding from day one
Onboarding doesn’t start on the first day of work; it begins well before. From the moment the offer is signed, it’s crucial to set the stage for a smooth transition. A 90-day onboarding plan is recommended, including clear objectives and regular touchpoints.
1. Objectives of a 3-month onboarding plan:
- Maximize the efficiency and productivity of new hires
- Reduce turnover rates
- Strengthen long-term engagement
2. Preparation before the new hire arrives
Before the first day of work, ensure everything is ready to welcome the new hire:
- Prepare a welcome kit containing information about the company, its values, culture, and expectations
- Set up the workstation with all necessary equipment (computer, system access, etc.)
- Communicate with the team to introduce the new hire and assign a mentor or buddy
3. The first days: welcome and orientation
The first days are crucial for the new hire’s adaptation. Plan a warm and structured welcome:
- Greet the new hire upon arrival and give a tour of the facilities
- Introduce them to their team and other departments
- Begin initial training on basic tools, systems, and procedures
4. Continuous training and regular follow-up
Beyond the first week, it’s important to continue supporting and training the new hire:
- Organize weekly follow-up meetings to discuss impressions, challenges, and needs
- Continue advanced training to master all job responsibilities
- Encourage regular sessions with the mentor or buddy for ongoing support
5. Social integration and corporate culture
Social integration is just as important as professional integration. Facilitate this transition by organizing social activities and team-building events:
- Encourage participation in team events to strengthen bonds
- Explain the company’s mission, values, and vision in detail from the first days
- Show how success is recognized and celebrate small victories
6. Evaluation and adjustment
After 30, 60, and 90 days, assess progress and adjust the onboarding plan if necessary:
- Conduct regular skills assessments and set clear goals
- Ensure the new hire understands their role and responsibilities
- Provide constructive and honest feedback while being transparent about future expectations
7. Continuous communication and support
Good communication is key to success. Adapt your communication style to the new hire’s personality profile (Dominant, Influencing, Steady, or Conscientious) to achieve better results, and ensure regular follow-up to address any issues and adjust goals.
Your new hire starts during a busy period and you lack time?
For employers who don’t have much time to establish a structured onboarding plan due to a last-minute hire, here are some practical tips:
- Minimal preparation: Even with limited time, prepare at least the essentials such as the workstation, computer access, and a welcome kit
- Prioritize the first days: Focus on the first weeks to ensure a smooth transition. Plan welcome meetings, tours, and team introductions
- Utilize internal resources: Ask an experienced team member to play the role of mentor or buddy to support the new hire
- Feedback and adjustments: Organize regular meetings to gather feedback from the new hire and adjust the onboarding process accordingly
Common pitfalls to avoid:
- Failing to have periodic meetings with the new hire
- Assuming that given feedback is clear to the employee
- Ignoring the importance of corporate culture
- Not providing necessary tools and resources from the beginning
A well-designed onboarding plan is essential for ensuring the long-term success of your new hires, in whom you have invested time, effort, and money to recruit. For more information on effective employee onboarding, feel free to contact Kenova. We have a more detailed plan and additional advice to share with you.
Best practices and success with your new hires!
Marie-Ève Cloutier, CRHA
CEO of Kenova
