HR pros know the importance of onboarding, but this is a step that startups may overlook. Don’t.
If you’ve experienced the elaborate choreography of corporate onboarding, you may feel like “onboarding” isn’t relevant for a small startup – but it is.
Onboarding is about helping the new hire to *feel welcomed, *get oriented and *generally be set up for success.
From the company’s perspective, onboarding
- accelerates the new hire becoming productive
- helps to develop the relationships key to effective teamwork
- increases the odds of retention, even if the company hits a bump
So what are the components of a good onboarding process?
It depends. Ask yourself ‘What will a person need to have, know, or know how to do to be successful on our team?” Use your answer to that question to build your process.
Here are some key process components that most companies will need to include. You can use this as a starter template and build from there.
- COMPANY MISSION & VISION – Enroll the new hire in the dream, then explain how you want them to contribute to the dream. Don’t skip this.
- TEAM MEMBER INTRODUCTIONS and contact information.
- TECHNOLOGY ACCESS – preferably a company-owned computer with shortcuts already installed for the key applications the person will use and a list of predetermined UserID’s.
- UNWRITTEN RULES for communicating and collaborating.
- Is there an “always on” channel the person should monitor?
- Where are the most up-to-date versions of files kept?
- Is there a way to signal that a change has been made?
- HOW/WHERE TO GET HELP when needed – and the company attitude about seeking help. For instance, “exhaust all avenues before asking for help” or “don’t hesitate to ask for help, we want to keep you moving.” Neither is right or wrong – just be sure the new hire understands the expectations.
Don’t try to over-complicate the process. Onboarding can be an hour-long team meeting, a one-on-one followed by a team call or lunch, or a series of short check-ins over a few days. There is no single right way to onboard as long as you set the new hire up for success at YOUR company.
Good luck!
