Tag Archives: welcome party

First day at Work

You’ve hired your new employee. Today is their first day at work. Now what?

Are you prepared to welcome your new hire and give them a great first impression on their first day at your company?

What does your company’s onboarding procedure look like? Take the time to make desk-and-suppliesthe necessary steps to have a comprehensive onboarding plan for your new hire. Try to put yourself in your new staff member’s position and ask “how would I want my first day at work to go?”  Make sure that your existing team is part of the onboarding process and that they help with setting the tone, and showcase the company’s corporate culture.

Making your new employees feel welcome is the key.  The hiring process is expensive, don’t waste that investment.

From the Archives: Welcome Party 101. Your new employee.

This is one of our most popular blog posts about onboarding from about 5 years ago. The sentiment still holds true.

women-shaking-handsImagine this. You are sitting alone with an outdated manual on your first day on the job, waiting to learn which will be your workstation. Your new supervisor has all but ignored you, going about their usual routine, dashing in and out of meetings. Welcome aboard.

Think back to your first day on the job and what that experience meant to you. The recent buzz in employee orientation is ‘employee onboarding.’ Just as first impressions are the key to the success of most businesses, so it goes in the world of new employees. Familiarity breeds contentment; so does a solid employee onboarding program as a tool to attract the best talent.

Companies with strong employment engagement track records have clearly defined employee onboarding programs. The best talent is drawn to environments where effective programs exist and are demonstrated by high levels of employee engagement and low employee turnover. While it’s common sense to invest in creating and maintaining these programs, too often they are overlooked.

By simplifying the onboarding process, employers can expect new employees to hit the ground running, and be able to contribute more quickly to a corporation’s success.

So, keep it simple and you are more likely to stick with it. A few things to remember:

  • Have your new hire’s desk ready with computer log-in, e-mail account and telephone system all up. Don’t forget about business cards.
  • Assign a buddy for the first month – nothing breaks the ice more than with a person familiar with the company’s culture and core values. Most importantly – to greet them when they arrive on their first day and show them around.
  • Take your new hire out for lunch on the first day – or coffee at very least
  • Need we mention a concise orientation book- what to know about your company
  • Define the deliverables for the new employee – give them a road map so that they can see their future with your company and feel a part of it.
  • Communication is key – give them a feedback loop and encourage feedback, they may have new perspectives to share
  • Inform your employees in advance of the new hire’s arrival.

Gain the reputation for having a strategic onboarding program which will encourage the best talent to be drawn to your company. You never get a second chance to make a first impression. Your welcome party initiative will most definitely provide long-term results.

What went wrong: a lesson about onboarding

Companies with strong employment engagement usually have clearly defined employee onboarding programs. The best talent is drawn to environments where effective programs exist resulting in high levels of employee engagement and low employee turnover. While it seems like common sense to invest in creating and maintaining these programs, they are often overlooked.

Imagine a situation where a new hire has started at your company but there is no formal onboarding system in place. The new hire has a very important but sometimes undervalued role in the company as the Office Manager/Administrator.   The direct supervisor is a recently new hire themselves so there is no clear direction of what to do. The Office Manager has arrived with a job description in mind but no formal training occurs, nor do they have opportunities to receive weekly or even monthly reviews.  In addition, the busy sales company hasn’t had an Office Manager before as everyone just pitched in. It seemed like everyone assumes the new hire was clear on their job requirements and trained by the other team members.

The rest of the employees couldn’t draw upon history to assist the Office Manager in what to do. Frustration is building with the new hire and in a short time the Office Manager quits and everyone is in shock at what has happened.

This situation could create long-term damage to your corporate brand and could be prevented with an onboarding system in place. Ideally, companies need to plan their program before they start the hiring process. It doesn’t have to be complicated. Your company just needs a well thought out plan with a person accountable to see the new hire through a training-feedback process.

  • Have your new hire’s desk ready with computer log-in, e-mail account and telephone system all up. Don’t forget about business cards.
  • Assign a supervisor who is accountable for training the new hire.
  • Assign a buddy for the first month – nothing breaks the ice more than with a person familiar with the company’s culture and core values. Most importantly – to greet them when they arrive on their first day and show them around.
  • Take your new hire out for lunch on the first day – or coffee at very least
  • Train the new hire with a concise orientation book about your company
  • Seek feedback from the new hire- they can tell you where they need more assistance, clarity or direction
  • Communication is key – use monthly reviews to provide feedback and encourage feedback
  • Inform your employees in advance of the new hire’s arrival. Onboarding starts as soon as the offer letter is accepted, not simply just the new hire’s first day at the company.

Without an onboarding program, the investment in a new hire is likely to be wasted away. By simplifying the onboarding process, employers can expect new employees to hit the ground running, and be able to contribute more quickly to a corporation’s success.

Onboarding = Retention

Both research and common sense tell us it’s wise to invest in preparing employees to be successful at their jobs. Follow up reviews and regular feedback can facilitate a positive relationship between the employer and new hire. Higher engagement equals happy employer and happy employee.

~ Cheryl Nakamoto

Welcome Party 101. Your new employee.

Imagine this. You are sitting alone with an outdated manual on your first day on the job, waiting to learn which will be your workstation. Your new supervisor has all but ignored you, going about their usual routine, dashing in and out of meetings. Welcome aboard.

Think back to your first day on the job and what that experience meant to you. The recent buzz in employee orientation is ‘employee onboarding.’ Just as first impressions are the key to the success of most businesses, so it goes in the world of new employees. Familiarity breeds contentment; so does a solid employee onboarding program as a tool to attract the best talent.

Companies with strong employment engagement track records have clearly defined employee onboarding programs. The best talent is drawn to environments where effective programs exist and are demonstrated by high levels of employee engagement and low employee turnover. While it’s common sense to invest in creating and maintaining these programs, too often they are overlooked.

By simplifying the onboarding process, employers can expect new employees to hit the ground running, and be able to contribute more quickly to a corporation’s success.

So, keep it simple and you are more likely to stick with it. A few things to remember:

  • Have your new hire’s desk ready with computer log-in, e-mail account and telephone system all up. Don’t forget about business cards.
  • Assign a buddy for the first month – nothing breaks the ice more than with a person familiar with the company’s culture and core values. Most importantly – to greet them when they arrive on their first day and show them around.
  • Take your new hire out for lunch on the first day – or coffee at very least
  • Need we mention a concise orientation book- what to know about your company
  • Define the deliverables for the new employee – give them a road map so that they can see their future with your company and feel a part of it.
  • Communication is key – give them a feedback loop and encourage feedback, they may have new perspectives to share
  • Inform your employees in advance of the new hire’s arrival.

Gain the reputation for having a strategic onboarding program which will encourage the best talent to be drawn to your company. You never get a second chance to make a first impression. Your welcome party initiative will most definitely provide long-term results.

~ Sarah McNeill