ONBOARDING 101
ONBOARDING 101 —
THE FIRST 90 DAYS
THE WAY YOU INTRODUCE NEW HIRES TO YOUR CULTURE AND SYSTEMS SETS THE STAGE FOR THEIR SUCCESS , AND YOURS
BY : MICHELE HOFFMAN AND KERRY RUNKLES
First impressions matter . During those vulnerable first 90 days when a new team member is integrating into the workplace , you have a powerful opportunity to train and transition a fresh hire into the work environment . In many ways , onboarding is a make-or-break time . If a person isn ’ t sure where to go or what to do — or whom to ask — they feel an immediate disconnect . Without an onboarding program in place , you risk performance , commitment , and energy .
That new hire that seemed like a perfect fit for your organization might never align with the team — and it ’ s not their fault .
Do you have an onboarding plan for those first 90 days ? How do you take a person from “ You ’ re hired ” through the first few months of employment ?
A formal onboarding and training program is especially critical during growth times , when you ’ re bringing in talent to support expansion . The problem is , many employers are so wrapped up in operations and keeping up with growth that they do not dedicate the time and resources to do right by their new hires and fully integrate them into the business .
So , what does an effective onboarding program look like ? How can you build a 90-day ultimate orientation so new hires embrace your culture , learn the ins and outs of your business , and fully join the team ? Here are five keys to a successful onboarding experience .
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