Hire the best. Set them up for success.
An on-boarding plan helps you do that.
The primary goal of on-boarding is to welcome the new employee into the company, and onto the team. The secondary goal is to provide tools, knowledge and resources that enable the new employee to become an effective, productive and engaged member of the team.
The best part? Well, the best part is that it quickly enables you to embrace the new employee as a part of the team, which gets them functioning more quickly. There are some other good parts, too:
- It is time effective. Once you create an overall on-boarding plan, you don’t have to reinvent the wheel every time you hire somebody. You just need to make little tweaks to adapt it for who they are and the role they play.
- It is cheap. On-boarding – just like engaging your employees after they’ve been there a while – doesn’t have to cost a thing. And if it does cost something it isn’t much. (Pizza lunch, anybody?)
- It involves everybody. The primary responsibility doesn’t fall just to the owner, the supervisor or the HR manager. The responsibility is shared. This also provides the opportunity for the rest of the team to get to know the new member.
- It doesn’t last forever! With most positions it doesn’t take long – and never takes forever! – to get the new employee acclimated to the new role, culture and team. As it goes on the “formal” responsibilities lessen.
Creating an environment where everybody loves going to work starts with hiring the best candidates. But it doesn’t stop there. Having a meaningful on-boarding process incorporates the new hire into the team more quickly to get them fully functional, engaged and contributing to your organizational goals.
Clueless where to start? Download our sample on-boarding plan for a sales position in a small engine repair business.
If you are ready to create your own on-boarding plan download our On-boarding-Template to guide you!
(If you really don’t know where to start, get in touch. We’d love to help you figure it out!)