The first week of a new employee’s journey is a pivotal time, shaping their perceptions of the company and influencing their commitment. Research indicates that effective employee orientation is not just a formality but a crucial factor in enhancing financial performance.
One organization I worked with, having expanded rapidly, realized the absence of a consistent and effective onboarding process for its 20 new full-time employees. The lack of formal training led to low engagement levels, confusion about individual roles, and slower productivity. To address this issue, I conducted a needs assessment through interviews with both new hires and people managers.
The interviews revealed a glaring inconsistency in the onboarding process and emphasized the need for a well-structured and comprehensive training program that fosters connection and engagement. They needed a learner-centered approach to training that not merely covered content but focused on transforming the learner, making their job more efficient. The interviews highlighted a preference for mixed-format training, combining elements like PowerPoint presentations with embedded videos to cater to diverse learning styles.
Mentoring Component
Every interviewee, without exception, endorsed the incorporation of a mentoring component in the new hire process. Assigning mentors or new hire buddies could address various needs, providing support beyond the direct manager, creating a “safe space” for questions, and facilitating acclimatization to the company’s culture. The mentoring circle approach, involving regular informal discussions with departmental leaders, emerged as a promising solution to foster better connections among new hires and existing team members.
The Power of Pairing
Drawing on the theory of social proof, which influences people’s beliefs and actions by observing others, I advocated pairing new hires with longer-tenured employees. This approach helped newcomers observe and model the behaviors and practices of experienced team members, fostering a positive and adaptive workplace culture.
Addressing Workplace Isolation and Conflict
A mentoring component not only tackles workplace isolation, a common challenge among new hires, but also helps manage workplace conflicts. By providing a platform for open discussions and guidance from mentors, organizations can prevent conflicts from escalating and ensure a positive working environment.
Training should be viewed not as a cost but as an investment, bringing significant benefits to the organization. By implementing a formal new hire training program, companies can empower employees, foster a sense of belonging, and streamline the onboarding process for people managers. Investing in the initial weeks of an employee’s journey pays dividends in the form of a more connected and engaged workforce.
For further reading on effective training, check out Elaine Biech’s book, The Art and Science of Training.