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This is where it all starts to come apart. Because people want to feel like they’ve made the right decision. That the culture and values align with their own. That they believe in the story of the organisation and what it wants to achieve. And, that they are surrounded by a range of people that want everyone to be the best versions of themselves.
But, so often the onboarding experience consists of content overload. Information without context. Compliance without application.
We believe there are five different elements that, as part of your onboarding overhaul, drastically increase the likelihood of a new employee turning into a long-term high performing star.
Connect the new employee to their colleagues, and the organisation’s purpose. Have them deliberately build their community supported by their leader and buddy.
Empower the new employee to take the lead role in their induction within a supportive structure. Provide clarity and expectations for them, their buddy and leader.
Make it practical, aim to have the new employee adding value to the organisation as soon as possible, providing authentic connections grounded in the actual work.
Make it meaningful, put the customer at the centre of the onboarding, align the new employee’s purpose and values to that of your organisation and connect them to the organisation’s strategy.
Theme it. Define a cohesive story that ties all your elements together and answers the questions: “Why are we here?”, “What are we working toward?”, and “Where should I put my energy?”
Does your employee onboarding need an overhaul? It's important that your new team member's experience lives up to the promises you make in the interview process... our team can help with that!
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Catherine Taylor - HR Manager, Atlas Copco Malaysia and Singapore
Michael — Power, Learning Business Partner, Watercare
Check out our complete guide to organisational change to get the scoop on navigating change...
The 'phone a friend' edition, if you will.
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