A few years ago I started a new job. I was excited about my new role and eager to dive into my work. However, reality unfolded quite differently on the first day.

Once introduced to my workspace, I was left with little guidance or direction. My boss was inaccessible for the first few days, I had no clear understanding of my immediate tasks. I didn't know who my team members were, nor did I know where I could find simple office supplies like a stapler or the photocopier.

I felt so much uncertainty and confusion. Not just that day, but for many to come.

I later discovered that others who had joined the team had felt the same way. We all initially felt lost in a sea of unfamiliarity. Unfortunately, this is a reality in many organizations worldwide.

Starting a new job can be overwhelming, intimidating, and even disorienting. Without a clear path and understanding of the workplace's culture, processes, and systems, a new employee can easily feel lost, anxious, and ineffective. It can also be avoided with thoughtful and effective onboarding.

Effective onboarding is more than just a step-by-step process; it's a strategic approach to integrating a new employee into the team and setting them up for success.

A well-crafted onboarding program transitioning the new hire from the unfamiliar to the familiar, providing them with a clear roadmap that helps them navigate their new role.

So, how can this roadmap be created?

Here's an approach based on best practices and recommendations for effective employee onboarding:

Pre-Arrival: Even before the new hire steps foot in the office, send them a warm welcome email, introduce them to the team, and share some general information about the company's culture and values. Make sure their workspace and tech are ready, including email and logins to all required platforms and drives. Prepare a first week schedule, including meetings with key members and other important personnel.  

First Day: The first day should be about orientation, mentor assignment, and, most importantly, making the newcomer feel welcome. A casual coffee or lunch can be a nice touch to make them feel part of the team from day one.

First Week: Dedicate this week to familiarizing the new employee with the tools and processes they will be using. Regular check-ins can be extremely helpful to clarify doubts and make them comfortable.

First Two Weeks: Assign a manageable project that will help them understand the work while contributing to the team. Ensure they know the objectives and the timeline.

First Month: Conduct a one-on-one meeting to provide feedback and discuss their experience so far. Use this opportunity to identify areas of improvement and growth and develop a plan accordingly.

First Three Months: Regular feedback, performance review, and celebration of their successes are essential to making the new employee feel valued and motivated.

While the outlined plan provides a structured approach, it's important to remember that every onboarding experience is unique and may require specific adaptations. The goal is to keep the framework of the plan intact while being flexible enough to cater to each individual's unique needs and expectations.

As a challenge this week, reflect on your onboarding process. Does it make new employees feel welcome, equipped, and ready for success? Or does it leave them feeling lost and disconnected, much like my own initial experience?

Everyone in an organization has a role to play in a new hire's onboarding journey, whether you're a manager or a peer. The shared goal should be to ensure new members feel valued and integral to the team from their first day.

Looking back at my own challenging start, I've learned firsthand how transformative a well-implemented onboarding strategy can be. We owe it to every new team member to provide a thoughtful and thorough introduction to their role and the organization. This empowers them to seamlessly integrate into the team and start making meaningful contributions from day one.

Let's aim to avoid repeating my experience. The initial confusion and uncertainty I felt should not be what welcomes new team members. With proper onboarding, we can give every newcomer the solid start they deserve.

Best wishes, Lauren

P.S. Creating a successful onboarding strategy can be challenging, but it doesn’t have to be. We provide free initial consultations for 30 minutes to discuss how you can enhance your onboarding process and build a more cohesive and supportive workplace environment. Don't hesitate to get in touch.