Effective Strategies for New Employee Onboarding
Explore the key elements of successful onboarding programs, distinguish between onboarding and orientation, understand the goals of onboarding, and learn practical recommendations for welcoming and integrating new employees into the team effectively.
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CARLI Directors Institute Series: Effective Ways to Onboard New Employees Presented by Ben Mead-Harvey Welcome! This webinar will begin at 2:00 p.m. (Central) and conclude at 3:00 p.m. Please ensure your microphone is muted. Questions are encouraged. Please enter them into the chat window. Access Zoom s live transcript at the bottom of the Zoom window on the CC icon s arrow menu by selecting View Full Transcript or Show Subtitles. The recording of this session will be shared afterwards.
Defining Onboarding For our purposes today: Onboarding = the stuff the manager does of their own accord. Orientation = the stuff HR does or the stuff that is mandated by policy or law (required trainings, retirement/health insurance forms, etc.) We are talking about Onboarding
Wallace: Goals of Onboarding Affirming the employee s decision to accept the job Communicating expectations Encouraging the employee to start thinking in terms of us as soon as possible Wallace K. Creating an Effective New Employee Orientation Program. Library Leadership & Management. 2009;23(4):168-176.
Onboarding Recommendations Welcome Elements Planning & Executing the first week New Employee Check-in Meetings
Welcome Elements WELCOME EMAIL FIRST DAY INTRODUCTIONS Sent 1 week prior to start date Plan 5-7 minutes per staff member Cover the first-day details Beyond just names and titles. Genuinely encourage questions Encourage a few minutes conversation by asking an open-ended question Celebrate their arrival! Let them talk Inject some of your personality Step forward into conversation to wrap up
Planning & Executing the First Week Planning & executing first week should be team-led and manager-facilitated, not manager-led. Broadly, three elements: Preparing for the first week Creating the first week schedule Setting training expectations with team
Preparing for the first week 1. Brainstorm training sessions as a team 2. Rank order priority & tweak suggestions from brainstorm 3. Assign trainings to staff based on interest & expertise
Creating the first week schedule Detailed hour-by-hour plan (even for high-level, autonomous positions) Everything, not just training Include name of trainer/guide & brief description of training where appropriate Send to team for review
Setting training expectations with team Simply let your team know these two things, and trainings will be of a significantly higher quality: Training is to be planned in advance. No winging it I ll do progress check with each of you to see how your training plan is going
New Employee Check-in Meetings Purpose: check-in meeting, not checkup meeting Weekly. 30 minutes. For at least 4 weeks. Structure: 1. Answer any questions that came up during past workweek 2. Chat about the two weekly check-in questions: What is left for you to learn before you feel fully comfortable with the work? What can we do to make you feel more comfortable in the workspace? 3. Manager describes big-picture expectations First meeting somewhat different structure: explain these meetings
Summary Think about the outcomes you are trying to accomplish with a new employee in their first weeks. Build an onboarding process that accomplishes those outcomes. Welcome the employee personally with a pre-first day email. Welcome the employee to the team with meaningful introductions Team-led (manager-facilitated) training beats manager-led training Weekly check-in meetings are an easy way to ensure your new employee understands expectations and has a place to get answers
Thank You! My information: Blog about effective management: www.better-boss.com (Click onboarding label on right-hand side for posts related to today s content) Email: ben@better-boss.com or bharvey2@illinois.edu GovLove Podcast episode 440: Onboarding New Employees
