Congratulations...you have hired someone. What’s next?
What is onboarding, why do people talk about it so much?
This is an opportunity to recognise a formal beginning stage in a relationship. We formally acknowledge that this person is starting their journey with us and will need our conscious support. The assumption is - you have hired the best person for this role, now we need to ask How can I help this person thrive?
<aside> 💡 Taking time to create an Onboarding Plan gives us a chance to consider and capture what support they will need. Done well this person will seamlessly move into the next stage of thriving at your company and will go onto drive significant impact and value.
</aside>
To begin - assume this person knows nothing about HOW you do things. Because - how could they? Even if you have similar products, clients, workflows, they won’t be identical.
<aside> 💡 Remember to take a step back, take some time and think - How can I help this person thrive?
</aside>
Based on your company - what information will they need access to, to thrive and start piecing it all together.
Don’t:
Spoon feed answers - provide direction on where/how to find answers/ who to speak to.
Don’t:
Set up all their internal training and meetings for them - encourage them to be brave and approach people directly (at 200 people this changes - take advantage of your size)
Do:
Provide as much information as you can, don’t be afraid to overload with information but ensure you are providing time for integrating the learning.
Do:
Ensure they have the equipment and tool access required to do their job as a top priority