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How to Help New Hires Adjust to Your Company’s Processes and Culture

One of the biggest challenges for businesses is getting new hires to fit in. In this sense, the employee onboarding process is paramount.

The efficiency of onboarding procedures influences business success directly. Whether your team will work in cohesion relies on previous training and frameworks.

Before we move on to more complex matters, let’s take a look at the ideal onboarding checklist:

  • Provide new hires with specific information about their jobs, responsibilities, schedules, and compensation
  • Assemble the necessary paperwork for new hires
  • Send a job requisition document to the managers in charge
  • Give new hires access to all tools and apps
  • Set up the required logins and accounts for new hires
  • Schedule orientation sessions for every new hire
  • Implement new eLearning techniques like gamification

Once you’ve taken care of all these steps, you may safely move on to drafting an onboarding strategy. There are a couple of things to observe in this step, which we’ll discuss immediately below.

Customize Onboarding Training Materials

Every person is unique; this much should be clear to anyone. While onboarding processes usually rely on Standard Operating Procedures (see below), it is recommended to customize the materials for every new hire.

In essence, this is to say that each new employee should receive a personalized onboarding kit in addition to the basic corporate orientation. After all, different people have different goals when it comes to their careers and aspirations.

Set Standard Operating Procedures in Place

As a rule, preparations for onboarding training sessions are challenging and time-consuming. Because of this, it’s best to consider a straightforward approach: developing Standard Operating Procedures (SOP).

An SOP should include training manuals, how-to videos, and short and clear online courses. For best results, draft a project management checklist that all new hires should mark off as they complete each stage.

A couple of apps can be used for this purpose, many of which are free (e.g., Asana and Trello). But, this process can come in handy when dealing with things how to handle AI when it comes to speech analytics, writing prompts or other business dynamics.

Include Cross-Cultural Training

This step is not always necessary, but if you’re deploying hybrid work models and hiring employees from multiple countries, it is highly advisable.

Include cross-cultural training in your onboarding materials to help new hires fit in faster and avoid cultural shock. The step itself doesn’t have to be complicated. It will suffice to provide basic guidelines and create opportunities for future team members to communicate efficiently.

The latter portends that proper communication procedures should be established, communicated, and mastered.

Assign a Mentor to New Hires

Merely providing efficient onboarding training won’t do much to help new hires learn the practical ropes. E.g., when employees need additional information or practical experience, they should know who to go to.

That’s why it is crucial to assign a mentor to each new hire.

While nothing is set in stone, it is common to go for a 90-day mentor program. Adjust the schedule as necessary. Choose an employee who isn’t on the same team as the new hire for the best results. This step will help new hires integrate faster and meet more people from day one.

Set Goals

It is necessary to define goals as soon as new hires start onboarding training. Why?

It helps the trainees focus and boosts their productivity. Nothing motivates people more than knowing future prospects.

Mind one important fact, though: the goals need to be clear and coupled with objectives and expectations.

Allow for individual career plans, and establish open lines of communication with new hires right away.

Introduce Key Staff Early On

It is crucial that new employees fit into the corporate culture as soon as possible. Therefore, make sure to set up meetings with important staff early on.

Keep in mind that introductions matter. Don’t let the new hires’ introductions go unattended. Instead, encourage them to communicate with key staff and thus the unavoidable stress newbies are customarily prone to.

Help New Hires Build Meaningful Connections

Be inventive in your search for new strategies to assist new hires in building deep connections. To achieve this, it is crucial to encourage efficient communication.

As mentioned above, providing cutting-edge communication tools is a priority. This is extremely important for remote hires, as they don’t get to mingle.

There are many ways to help new hires build meaningful connections. Even team-building activities have evolved with the rise of new tech. E.g., consider setting up virtual classes (choose topics in line with employees’ preferences), online meet-ups, etc.

Key Takeaways

Hopefully, these tips will make it easier for you to come up with ideas for your onboarding training programs. Modification is in order, but do stick to SOPs for best results.

What is important to keep in mind at all times is that differences between people should always be in focus. To prevent potential conflicts, make sure to deliver stellar cross-cultural training programs. The rest will fit into place once you connect people. Keep communication channels open and encourage idea sharing.

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