Why the first 90 Days Matter
The first 90 days for onboarding a new employee are the most impactful and will set the tone for ongoing success or failure. Its crucial that organizations get this right and unfortunately there are common challanges that pop up time and time again. Fear not! FirstStepz has got you covered!
Mission Alignment
1)
Aligning with Mission and Vision: New employees often struggle to understand how their roles contribute to the organization’s mission. This disconnection can lead to a lack of engagement and a sense of purposelessness.
Enhanced Onboarding Programs: Develop comprehensive onboarding programs that align new employees with the company’s mission and vision. This could include tours, presentations, and orientation exercises. All of which can be integrated into FirstStepz
Cultural Integration
2)
Cultural Integration: Adapting to a new organizational culture is a significant challenge. Employees need to understand and internalize the company’s values, which is not always straightforward.
Cultural Exercises and Sponsor Programs: Incorporate cultural exercises in orientation programs and establish comprehensive sponsor or buddy programs to facilitate cultural integration. This is a key component of FirstStepz.
Systems & Process Integration
3)
Disparate Systems and Processes: Navigating different systems and processes within an organization can be overwhelming for new hires, leading to confusion and reduced productivity.
Streamlining Processes: Integrate and streamline onboarding processes across departments like HR, IT, and facilities. Use technology to reduce transactional errors and cycle times. We can work with your teams to improve the integration.
Setting clear Performance expectations
4)
Performance Expectations and Job Scope: Setting clear performance expectations and understanding the job scope can be daunting for new employees, affecting their confidence and ability to contribute effectively.
Setting Clear Goals and Expectations: Managers should set clear performance expectations and job scopes from the outset, providing a roadmap for new employees to follow. FirstStepz is ideal in supporting this by renforcing the critical activities.
Training Resource Accessiblity
5)
Training and Resource Accessibility: Access to essential training and resources is critical. A lack of these can hinder an employee’s ability to perform and integrate successfully.
30-60-90 Day Plans: Utilize tailored 30-60-90 day plans for each new hire, based on feedback and performance metrics. This helps in setting clear milestones and expectations. FirstStepz ensures that the plans are in place.
Employee Feedback and Recognition
6)
Feedback and Recognition: New employees often face challenges in receiving timely feedback and recognition, which are crucial for their growth and motivation.
Regular Feedback and Recognition: Implement a system for regular feedback and recognition. This could include new hire surveys, informal feedback sessions, and public recognition in team settings. FirstStepz includes employee sentiment and other feedback loops.
Conclusion
A well-structured onboarding process is crucial for integrating new employees effectively. By focusing on aligning employees with the company’s mission and culture, streamlining processes, setting clear expectations, and providing necessary training and feedback, organizations can significantly improve employee engagement and retention during the critical first 90 days. This is where FirstStepz can help you achieve a stellar onboarding experience for new employees benefitting all of your company.
METRICS THAT MATTER
70%
Hackathon Integration Success:
“Utilizing hackathons in onboarding processes has shown to effectively address newcomer challenges, with a success rate of over 70% in integrating new employees into project teams.”
89%
Productivity Increase in New Hires:
“Structured onboarding programs have led to an 89% increase in new hire productivity during the probation period, compared to traditional onboarding methods.”
Source: “Assessing New Hires’ Programming Productivity Through UMETRIX — An Industry Case Study”
6 Months
Network Development Gap:
“New / Remote hires exhibit up to a 6-month delay in achieving network parity with tenured employees, emphasizing the need for focused network-building initiatives in onboarding programs.”
Source: “Large-Scale Analysis of New Employee Network Dynamics”