According to statistics regarding new hires, nearly one-quarter of staff turnover takes place in the first 45 days of employment. When organizations focus on a structured, meaningful onboarding program, their new employees are 58% more likely to still be on the team three years later.
Check out these five tips for onboarding new hires to provide a seamless experience.
1. Send a welcome gift
Make new hires feel appreciated by sending them a welcome gift before their first day. If your new hire is starting in-person, you can also have a gift waiting for them at their desk on their first day.
If your new employee relocated to accept their position, you might give them Grubhub meal credits so they can order from popular local restaurants, or give them tickets for a tour of the city so they can get to know their new homebase.
Other companies prefer to give work-related gifts. A branded laptop case or a bundle of company apparel is a nice “welcome aboard” surprise that helps your newest worker feel like part of the team.
Another idea is to give a gift that’s in line with your company mission. For instance, if your product or service revolves around eco-friendly materials, consider planting a tree in your new hire’s honor.
2. Host a team lunch to celebrate your new hires
Welcome your new hires with a celebratory catered lunch and you’re not only making them feel welcome, you’re also giving them a fun opportunity to meet the rest of the team. It’s easier to mingle and engage in small talk when there’s food involved. If your new hire is starting remotely, consider hosting a virtual work lunch. You can easily allocate individual meal perks to employees, regardless of if they are remote, hybrid or in-office. You can set a budget and ordering rules, and your team members can independently place their orders to be delivered wherever they are working. This way, everyone can safely enjoy their favorite meals, all while celebrating the new hire.
3. Match them up with an “onboarding buddy”
New hires, particularly those starting remotely, are often left to their own devices with only an employee handbook to guide them during their first few weeks. One way around this is to give your newest team member an onboarding buddy chosen specifically to match their needs.
This work buddy is not intended to be a mentor, but rather a point person to assist with things like finding team documents, understanding systems and helping to handle miscellaneous situations that aren’t covered in the onboarding paperwork. This buddy is also a bridge to the rest of the team; new hires have an instant “in,” so they aren’t left on the outskirts at the company meetings or during brainstorming sessions.
But one of the biggest benefits of the new hire-work buddy relationship is that it comes with access to all those unspoken cultural and social cues that aren’t included in any handbook or employment contract. Done successfully, an onboarding buddy program can increase engagement and happiness, resulting in a win for the new hire and the team.
4. Create a 30/60/90-day plan
A mere 37% of companies choose to build an onboarding program that lasts more than a month. That may not be enough time for new hires to get acclimated and meet the expectations laid out by the hiring manager at the beginning of the onboarding process.
Instead, set your new hires up for success by creating a 30/60/90-day plan just for them. These plans establish guidelines for both short- and long-term goals, often using the SMART method, meaning goals should be:
These three-tier plans are usually a collaborative effort. You’ll sit down with your new hire and create a goal-driven plan that answers to the parameters listed above while also incorporating your needs as a company and the employee’s thoughts and preferences. The purpose of these plans is to define what is considered successful so there are clear and objective ways to measure a new hire’s progress. It gives employees focus, acts as a road map, and helps clear up any confusion as to what they should be doing and where they should be once the calendar hits those one, two, and three-month marks.
5. Encourage and act on feedback
Employees who feel heard are 4.6 times as likely to feel like they’re empowered to perform at their best.
Set certain office hours weekly or monthly during which you welcome employees to stop by, without an appointment, and discuss whatever might be on their mind. It’s crucial these sessions are judgment-free and that you act on feedback by letting the employee know that you followed up on their feedback and what things will look like moving forward.. While you don’t have to act on everything brought to you, you should be clear that every suggestion has been given the consideration it deserves.
It can cost as much as three times a departing employee’s salary to find their replacement, and new hires take time to ramp up to typical productivity levels. Those are just two reasons why it’s so important to create an effective onboarding process that makes new hires feel welcome, valued, and heard.
For more tips on creating a happy and productive workforce, check out these tips for employee rewards and recognition programs your new hires will love.
Celebrate your new hires today with a Grubhub Corporate Account — use it to put together a catered lunch for new hires or to boost employee morale year-round. Contact us to learn more about how a Grubhub Corporate Account can work for you and your team.