THE DO'S OFONBOARDING

H O W T O I M P R O V E E M P L O Y E E R E T E N T I O N

DOI M P L E M E N T T H EO N B O A R D I N G P R O C E S SF O R O N E P O P U L A T I O NF I R S T .

Meet critical needs to ensure their support.

DOP A R T N E R W I T H Y O U RC O M M U N I C A T I O N S / H R T E A M ST O E X E C U T E AC O M M U N I C A T I O N P L A N .

Make sure everyone is on the same page before makingany announcements to staff.

DOE X P L A I N T O M A N A G E R S H O WP A R T I C I P A T I O N W I L L B E N E F I TT H E M . This could mean more accountability, consistentexperiences for new hires and increased employeeretention.

DOM A K E T H E O N B O A R D I N GP R O C E S S M O R E E N G A G I N G F O RE M P L O Y E E S B Y H A V I N G T H E MA C T I V E L Y P A R T I C I P A T E . Interactive training can lead to higher employeeengagement.

DOU T I L I Z E E M P L O Y E ES U R V E Y S .Conduct regular surveys for new employees to assesstheir experience and to pinpoint training areas that needimprovement. Surveys can reveal where onboardingprograms are effective and where they fall flat.

DOU P D A T E T O O L S A N D T E C H T OE N S U R E T H A T N E W E M P L O Y E E SA R E R E C E I V I N G T H E M O S TE F F E C T I V E A N D A D V A N C E DT R A I N I N G .

DOU S E S H O R T C H E C K - L I S T S F O RE M P L O Y E E O N B O A R D I N G A C T I V I T I E S .It can either be online or have embedded hyperlinks sothat the item can direct the user directly to the activitylisted.Provide a contact for questions.

DOC R E A T E A C E N T R A L I Z E D R E S O U R C E – I TC O U L D B E A N I N T R A N E T S I T E O R E V E NA B U L L E T I N B O A R D .Make sure that management of the different groups withinthe company are familiar with it and govern its use. Include resources such as integration plan templates andchecklists, and keep them up to date.Publicize the information so employees know whatresources are available for use.

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