Why Onboarding and How to Do It
Onboarding is a crucial step in integrating a new hire into your organization and culture. Many organizations think they have it covered when they have their new hire complete initial paperwork, attend an 8-hour orientation or even stumble through their first week on the job but, in reality, onboarding needs to be a more involved and well-thought-out process.
What is Onboarding?
Onboarding is the process of integrating a new employee into your culture. It should cover four different areas: (1) completion of legal paperwork, (2) clarifying expectations, (3) exposure to the culture, and (4) development of relationships. It should last at least 90 days but could extend for years as your employee becomes more familiar with the fabric of your organization.
Why Should You Onboard?
Skipping the onboarding process could be detrimental to your new employee’s success as well as cost your organization time and money. According to an Aberdeen Benchmark Report, effective onboarding improves retention rates by 52%. Almost 25% of turnover occurs within the first 45 days and losing an employee within the first year could cost three times their annual salary. Onboarding creates the proper foundation for a new staff member to become an impactful, productive part of your ministry for the long haul. Onboarding is your chance to set the tone for the rest of that employee’s relationship with your organization.
How Do You Onboard?
Onboarding begins before your new employee even sets foot in the building. Be sure to communicate with them prior to their start date to build excitement. Send new hire paperwork, details about their first day, and even a welcome gift, personalized to them. Set up their workspace and communicate their start date to existing staff. Set up payroll, update your org chart, and schedule meetings with key personnel for their first few weeks.
First Day
Welcome them with style! Depending on your organization’s specific culture, decorate their workspace, have their favorite snacks and drinks ready for them and make sure their coworkers and supervisor are ready to greet them! Be sure to finish their I-9, too.
First Week
Set up at least one quick win for your new hire: an easy project they can tackle and complete for a confidence boost. Think of a scavenger hunt through your organization’s history! Fun and engaging activities keep your new hire connecting with your culture. Plan check-in meetings with your new hire and their supervisor for this week, as well. Go over their job description and any tasks they’re struggling with now that they’ve begun to settle in.
First Month
Around the 30-day mark, plan an entry interview for your new employee so you can really dig into their hopes and goals for this position. Ask how you can best support them both personally and professionally. Organize times your new employee can connect with departments outside their own. Planned lunch dates with each department are a great way to let your new employee get to know lots of people quickly!
First Quarter
Within their first 90 days, your new employee should complete all required training such as harassment prevention, child abuse, or CPR. Consider signing them up for continuing education courses for skills they may need to hone a little more. Help them create and hold them accountable to 60 and 90-day goals. Perform a 90-day review to identify wins and possible gaps in their skills. Ask where they’ve found roadblocks or have questions and if they're happy in their new position.
Onboarding should continue throughout this year and into years to come as your employee continues to learn the culture and rhythm of your organization. Continue to connect with them, maintain open communication with their supervisor about their progress, and include them in fun and engaging activities to help build stronger bonds with your organization.
If you want even more help with the hiring and onboarding process, download our free Hiring Toolkit for more best practices!