{"id":3893,"date":"2024-10-29T08:46:35","date_gmt":"2024-10-29T12:46:35","guid":{"rendered":"https:\/\/giombettiassoc.com\/?p=3893"},"modified":"2024-10-29T08:46:37","modified_gmt":"2024-10-29T12:46:37","slug":"onboarding-tips","status":"publish","type":"post","link":"https:\/\/giombettiassoc.com\/learning-lab\/onboarding-tips\/","title":{"rendered":"Is Your Onboarding Off Putting? Tips to Get Back on Track\u00a0"},"content":{"rendered":"\n

By Bobby O\u2019Neil<\/a><\/strong><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Onboarding is one of those critical make-or-break moments in the employee experience. Get it right, and you\u2019ll have a confident, engaged team member ready to contribute. Get it wrong, and they might be eyeing the exit before they even know where the coffee machine is.<\/p>\n\n\n\n

Here\u2019s a reality check: nearly a third of new hires quit within their first six months. It doesn\u2019t have to be that way. Let\u2019s talk about how to avoid the r<\/a>evolving door syndrome<\/a> and set your new hires up for success.<\/p>\n\n\n\n

What Leaves New Employees Frustrated (and Heading for the Door)<\/h2>\n\n\n\n

Not Being Prepared on Day 1<\/strong>
Imagine this: it\u2019s the first day for your new hire, and their workstation is…missing? Maybe the computer isn\u2019t set up, there are no office supplies in sight or IT is scrambling to install software.<\/p>\n\n\n\n

This not only frustrates the new hire, but it sends a signal that the company is disorganized. Everything from usernames to software, notebooks to hardware, should be ready to roll on day one. This shows you’re ready for your new employee and value their time.<\/p>\n\n\n\n

Vague Day 1 Expectations<\/strong>
Nothing\u2019s worse than showing up to work and having no idea what\u2019s going to happen next. Does the new employee meet with their supervisor? Is there IT setup time? Lunch with the team?<\/p>\n\n\n\n

A clear itinerary for those first few days<\/a> helps set the tone and ease anxiety. Even if it\u2019s a flexible schedule, outlining things like “meet the team,” “IT setup” or “shadow your supervisor for the morning” provides a sense of direction.<\/p>\n\n\n\n

Broken Promises<\/strong>
Promises made during the interview process need to be kept. That includes formal reviews, check-ins, performance expectations and even safety protocols. It\u2019s all about building trust. If the reality doesn\u2019t match what was \u201csold\u201d during the hiring process, you risk losing their engagement\u2014and possibly the employee altogether.<\/p>\n\n\n\n

Misrepresented Corporate Culture<\/strong>
\u201cWe’re a laid-back, flexible, fun place to work!\u201d you say. But what the new hire walks into is quite the opposite. If your company culture doesn\u2019t align with how it was presented, new hires are going to feel misled, and that\u2019s a recipe for disengagement.<\/p>\n\n\n\n

Be honest and clear about what your culture really looks like. If you say safety is your number one priority but your actions don\u2019t reflect that, the new employee will wonder what else you misrepresented.<\/p>\n\n\n\n

How to Avoid the Revolving Door Syndrome<\/h2>\n\n\n\n

So how do you keep new employees from bolting the moment things feel a little shaky? Here are some strategies to make your onboarding process a winner.<\/p>\n\n\n\n

Slow Down<\/strong>
Sure, we\u2019ve all heard the \u201chire slow, fire fast\u201d mantra, but what about onboarding slowly? You may be anxious to get your new hire up and running, but not everyone hits the ground at the same pace. It takes time to learn, observe and build relationships.<\/p>\n\n\n\n

As a manager, assume it will take longer than expected for your new hire to settle in. Outline your goals and expectations, then collaborate with the new hire to adjust timelines and processes to suit their pace. This gives them a sense of ownership and helps build a strong foundation.<\/p>\n\n\n\n

Stick to the Plan (or Communicate When You Can\u2019t)<\/strong>
Once you\u2019ve established an onboarding plan, do your best to stick to it. Life happens, we get it\u2014but if something needs to change, make sure you loop in your new employee. Guesswork leads to frustration, and the last thing you want is for your new hire to start doubting the stability of the team or the organization.<\/p>\n\n\n\n

Make Time for Connection and Support<\/strong>
Orienting a new employee isn\u2019t just about paperwork and training. It\u2019s about making them feel like they belong. Whether it\u2019s setting up 1-on-1 check-ins, arranging team lunches or scheduling time for feedback and questions, creating space for connection is key to helping them feel supported.<\/p>\n\n\n\n

Long-Term Success Starts with the First Steps<\/h2>\n\n\n\n

Your onboarding process is the foundation of your new hire\u2019s experience. If you\u2019re prepared, transparent and flexible, you\u2019ll build a much stronger relationship and set them up for long-term success. Investing a little extra time in those first few days and weeks can go a long way in ensuring your new employees don\u2019t just stick around\u2014they thrive.<\/p>\n\n\n\n

Need help developing or improving the way you onboard new employees<\/a>? We are available to collaborate with you to create a unique and impactful experience. Reach out anytime<\/a>.<\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

Here\u2019s a reality check: nearly a third of new hires quit within their first six months. It doesn\u2019t have to be that way.<\/p>\n","protected":false},"author":6,"featured_media":3894,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-3893","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-learning-lab"],"acf":[],"yoast_head":"\nIs Your Onboarding Off Putting? Tips to Get Back on Track<\/title>\n<meta name=\"description\" content=\"Get onboarding right, and you\u2019ll have a confident, engaged team member ready to contribute. 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