Half of the companies surveyed by the Society for Human Resource Management said they don’t have a formal onboarding program, the process of starting a new hire and bringing them up to speed. Others have a very formal process in place, with a dry presentation of company policy and lots of personnel paperwork.
It means people might start their new job with lots of questions and misunderstandings that leave them frustrated or overwhelmed. While it takes more time and planning, companies that recognize the value of onboarding have come up with some creative ways to help new employees feel valued and part of the team, from the start.
It’s not surprising that studies show new hires who get plugged in socially early on will be happier and more successful on the job. Company policies can help speed the process. Also, workers who have a positive introduction to the workplace are less likely to quit in the first few months. Here are some examples of successful onboarding practices:
- Send required paperwork ahead of time so the first day can be more fun and productive.
- Create a workplace peer program to mentor the new hire.
- Have a scavenger hunt to familiarize someone with the workplace.
The Wall Street Journal interviewed big names like Facebook and smaller companies too, about their onboarding programs and how they try and make employee orientation more fun.