Onboarding Best Practices



December 15
blog author

Appno Blogger

Appnovation Coop

FINALLY! You finally have found the perfect pearl for your company! Your new outstanding hire has successfully passed all the steps of your recruitment process, references checked, and confirmed they are the one you need. Your candidate will be starting shortly; everything is prepared, their manager and team are waiting, and the desk is ready.

Are you sure you aren’t forgetting anything?

Why is the Onboarding process so important?

Employee onboarding is crucial, after having spent the time trying to impress your candidate, describing your company’s culture and the team’s passion for what they do.

Place yourself in your new hire’s shoes: Imagine being excited to join a company where the office administrator doesn’t know who you are, where you wait hours to be welcomed and introduced to your new colleagues, and not knowing if you have the right work materials and whether or not you are lunching alone on your first day. You would feel frustrated and confused, asking yourself if you made the right decision.

New hires need to feel integrated in any new team. People need to meet and know their new manager and teammates, and to experience the new opportunity they were sold during the recruitment process.

New employees also need to be given the right tools and information. This firstly includes access to the office and to applications they will use in the workplace. It's also important to grant new employees access to knowledge sharing inside the company. Providing your new hire information about past successes and giving them insight on the projects and activities they will be assigned will make your new hire excited and fuel the Get Sh*t Done attitude every recruiter searches for.

In any industry, candidates can be the perfect skill fit for work, but in time may not be the perfect culture fit for your company. This is in large part because culture fit depends on an individual’s way of working, living, and personality. It’s important to remember that each employee has different professional and personal backgrounds. Take this into consideration with your onboarding practices, to ensure your company moulds your culture for your people, and not the other way around.  

What do we do at Appnovation?

Teamwork is one of Appnovation’s core values. Working together and collaboratively solving problems for our clients are just some examples of how we live this value in the workplace.

For each new hire we designate a ‘Buddy’, someone to help guide a new hire through their first couple of months at Appnovation. The role of the Buddy is to ensure that new employees feel welcome and comfortable, answer questions about the work environment, office procedures, and engage new hires in culture activities in a positive and friendly way.

Appnovation Managers receive a checklist with actions to complete with their new hire. These include: scheduling time to explain work methodologies, reviewing projects and tasks, and introducing office and remote teammates. On a new hire’s first day, the Manager sends an e-mail to our company to introduce this person in a more personal way. We encourage a regular cadence of check-ups with a new hire, to make sure they're feeling included and confident.

The next step of our onboarding process includes a New Employee Orientation (NEO), done by one of our Talent Management Specialists. This presentation gives an employee a quick overview of our global company. Following the NEO, new hires receive a checklist of final tasks to complete. These include completing documents, reviewing links to Appnovation tools and references, visiting our internal learning portal called Appno U, and most importantly, reading our Employee Handbook.

A couple of other onboarding best practices include conducting regular one on one meetings to ensure progress and to remove roadblocks and challenges, conducting 15 minute ‘fireside’ chats between your employees and high level executives on non-related work banter, and remembering to actively engage your remote employees. By nature, remote workers won’t be as actively engaged with their teams, so it’s important to pay particular attention to these individuals. Conduct regular check-ups, and don’t forget to invite them to your office or an event.

A closing tip is to always remember that the first three months for an employee are rough, and can be exhausting. These individuals are meeting new people, learning new methodologies, evolving in a new environment, and trying to do their best to impress. New hires need to feel secure to be efficient in new environments. It’s important to remember that the onboarding process is daily work and never stops. So, never forget your new rock star, because they'll always return the favour through daily hard work.