Effective Onboarding Strategies for Small Business
Bringing a new employee into your team is more than just their first day. This is a prime opportunity to set the stage for their success and, by extension, the success of your business. Let's explore some effective strategies to make the onboarding process a win-win for everyone involved.
Before the First Day
Pre-boarding starts once the offer letter is accepted and continues until the first day on the job. This phase is your chance to keep your candidate excited about starting with your company.
Here are a few strategies:
Send over the necessary paperwork ahead of time.
Share a welcome message from the team.
Send a sneak peek into the company culture.
Mail a small welcome gift (company swag if you have it!).
Stay in contact with your new hire in the time between when they accept the offer and when they start.
Make your new hire feel a part of the team from day zero.
First Day First Impressions
Have a structured plan in place for your new hire on their first day. Giving your new hire a schedule for the first week helps reduce anxiety and gives them a sense of confidence.
Here are a few other strategies:
Start with a warm welcome.
Share a tour of the office. If your offices are remote, share 360° videos of important offices.
Make personal introductions to the team.
Schedule a one-on-one meeting with their manager.
Give them an org chart with pictures.
Have electronics and desk items ready. You can even decorate your new hire’s physical or electronic workspace (think computer desktop).
Schedule a lunch with their team on their first day. If you’re remote, you can make this a virtual lunch and send your new hire a gift card.
Pro tip: An employee handbook can wait until after you’ve made them feel at home.
Laying the Groundwork in the First Week
The first week should be a blend of learning and doing.
Here are some additional strategies to employ:
Structure this time to balance job training with getting to know the company culture.
Set up meetings with key team members they’ll be working with.
Consider assigning a mentor or buddy to help them navigate the new waters.
Schedule an entry interview to find out what’s important to your new hire and how you can support them in their new role.
Share team expectations around meetings, time at work, communication, and working on projects.
During this first week, help your new hire begin to understand their role and how it fits into broader objectives.
Set the Path for Success in the First 90 Days
The first 90 days are a great time to set clear goals, expectations, and milestones.
Strategies for the first 90 days:
Regular check-ins by managers or mentors can provide the support and guidance needed.
Schedule formal training sessions and the opportunity to work on projects that contribute to the team’s goals.
Be sure to ask for feedback from your new hire. Getting critical feedback during this time will give you the opportunity to fix things.
Onboarding in small businesses is not just a process; it's an experience.
By focusing on a structured yet personalized approach, you can ensure your new team members feel valued, prepared, and excited to contribute from day one. The goal of onboarding is not just to inform, but to inspire and engage.
