New Hire Onboarding: Avoid Buyer’s Remorse

by Marcia Zidle, Featured Contributor

HOW MUCH MONEY do you spend on hiring the right people and then waste by pouring cold water on their enthusiasm on that very first day?

now-hiring-recruit-recruiting-jobAlmost all companies do an orientation or onboarding program for new hires but few pay much attention to them. Often new hires come to work excited only to become disappointed on the first day or week on the job. However, many companies miss the opportunity to make a great first impression.

Like any major decision such as purchasing a new house or a new car, new hires are looking for assurance to the question:

Did I make the right choice to come here?

Let them know from day one that they did. Here are three onboarding tools to enhance new hire productivity and commitment.

1. Tools to Celebrate a New Hire

The “celebration” approach realizes that the first day, week, month as crucial to getting a new hire “signed on” to the company’s mission and committed to the job. Managers and team leaders need to take a larger role in making the new hires feel welcomed and important.

  • Have the CEO, general manager or department head make a “glad you’re aboard” phone call or send a welcome email.
  • Have a surprise welcome party in the new hires work area with coffee and pastry or arrange a potluck lunch.
  • Take a team picture on the first day and have it signed by all or put the new hires picture on the company website or newsletter.

2. Tools to Jump Start Productivity

Many workers encounter delays and frustrations in getting the tools and training they need to start off running in their new job.

  • Have someone show the new hire around (location of supplies, copier, restroom, coffee machine, lunch places, phone system, expense account procedures so on).
  • Make sure new hires have all needed information and supplies from day one (passwords, telephone numbers, e-mail addresses, furniture, computer, tools, etc.)
  • Assign a buddy from their own department so they can ask “stupid” questions and learn “how things are done around here.”

3. Tools to Make Them Part of the Team

Quickly assimilating and developing new hires into productive employees can make a significant contribution to your group, team or department.

  • Plan an hour or so of uninterrupted time with the manager during the first week to go over with the new hire expectations, assignments, role in the department, etc.
  • Have a short team building activity so that the new hire gets to know team members and what they do.
  • Make sure the rest of the team is open, friendly and cooperative especially if the new fire is taking a team members place.

Smart Moves Tip:

The good news is that an employee orientation or onboarding program offers an opportunity to build a lasting impression of the new company. The bad news is that that is going to happen whether you plan it or not. Isn’t it better to plan the new hire’s impressions than to have it happen haphazardly? Also see Leverage Your New Talent. and Engaging Your Employees.


Marcia Zidle
Marcia Zidle
Marcia Zidle, The Smart Moves Coach, is a national known board certified coach and keynote leadership speaker who guides organizations that are planning, or in the midst of, ambitious growth and change. As a career strategist, she works with professionals, managers and executives who want to build • shape • brand • change • vitalize their careers. She’s been selected by LinkedIn’s ProFinder as one of the best coaches for 2016!Her clients range from private owned businesses to mid-market companies to professional service firms to NGO’s. With 25 years of management, business consulting and international experience, she brings an expertise in executive and team leadership; employee engagement and innovation; personal and organization change; career building and development; emotional and social intelligence. Your Future Starts Now With Marcia!

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