Five of the top mistakes that companies make during the onboarding period

Having someone new join the team is an exciting time.

Often, you’ve been waiting for them for a while, have big plans for where they can contribute and are keen to get them embedded into the team.

They arrive excitedly throwing themselves into getting to know everyone and understanding the business and their role. And then, a month later, they resign.

When you have spent time and effort recruiting the right person for your team, it is disheartening when they leave.

In 2022, 1 in 10 new starters left their roles within 90 days, meaning those businesses had to start the process all over again.

What went wrong? How did all that excitement and enthusiasm get drained away?

Five of the top mistakes that companies make during the onboarding period are:

Delaying Onboarding: Not communicating or engaging during their notice period
Too Much Paperwork: Bombarding new starters with paperwork and procedures can be overwhelming
Lack of Role Clarity: Not providing clear expectations and a well-defined career path can lead to confusion and disengagement
Mismatched Expectations: Not clarifying the job role and responsibilities and unspoken expectations or checking that the individuals’ expectations have not changed
Ignoring Cultural Integration: Not enough focus on the company culture and values which can prevent them from fully integrating into the team

How can you make sure that your new team members feel welcomed, valued and part of the team as quickly as possible whether they are remote, hybrid or based on site?

Pre-boarding

Creating a positive first impression is crucial.

Make sure they know how keen you are to have them onboard, help ease any anxieties and let them see how well prepared you are to have them join you:

Pre-Start Communication: Send a welcome email showing that you are excited about their arrival. Include details about their first day, such as start time, dress code, and what they can expect.
Introduction to the Team: Share the new employee’s profile with the team and encourage team members to reach out with welcome messages.
Information Pack: Provide an information pack with details about the company, team structure, and any necessary forms they may need to complete.

First Week Agenda: Give them a clear agenda for their first week, so they know what to expect and can prepare accordingly.
Workspace Preparation: Ensure their workspace is ready and equipped with the tools they need, perhaps with a welcome note or small gift waiting for them. If they are remote, make sure they have all the equipment they will need before their first day

A Warm Welcome

A well-organised onboarding process should be more than just a day of filling out forms. It should be an experience that makes new starters feel valued and excited about their journey ahead.

Personalized Greeting: Have a welcome message from the team or company leader ready for when they first log into their systems.
Onboarding Schedule: Provide a clear itinerary for the first week, including getting to know you meetings, training sessions, and team lunches.
Buddy System: Pair the new starter with a mentor who can offer guidance, answer questions, and introduce them to the team culture.
Virtual Meet and Greet: Arrange a virtual meeting with key team members if they, or the new hire will be working remotely.

Open Communication Channels

Open lines of communication are vital for new starters to feel comfortable and supported.

Regular Check-Ins: Schedule daily and weekly one-on-ones during the first month to discuss progress and address concerns.
Feedback Loops: Create mechanisms for new starters to give and receive feedback, such as suggestion boxes or anonymous surveys.
Accessible Leadership: Encourage leaders to be approachable and available for informal chats or discussions.

Inclusive Culture

An inclusive culture helps new starters integrate seamlessly into the team.

Social Events: Organise team-building activities that are inclusive of all interests and abilities.
Inclusive Meetings: Ensure everyone has a voice in meetings by inviting input from all team members, including new starters.

Growth Opportunities

Showcasing paths for growth can motivate new starters from day one. Here’s how to highlight these opportunities:

Career Path Discussions: Have open conversations about career aspirations and how the company can support their goals.
Skill Development: Offer access to courses, seminars, and conferences that align with their role and interests.
Stretch Assignments: Provide challenging projects that allow new starters to showcase their skills and learn new ones.

Recognition and Feedback

Timely recognition and constructive feedback can greatly enhance a new starter’s experience. Implement these practices:

Immediate Recognition: Acknowledge achievements and milestones, no matter how small, to boost morale.
Constructive Feedback: Offer regular, constructive feedback to help new starters improve and feel supported in their growth.

By putting in some time and effort before they start, you can ensure that your new team member feels welcomed and engaged from the very beginning of their time with you.

If you have any questions about this or what to know more about our People Spark programmes, feel free to get in contact at: helen@people-spark.co.uk.