A good on-boarding program creates employee engagement from Day One. Every company has their own way of on-boarding new employees. Some are more effective than others at creating employee engagement from the get-go. But none  match the sheer joy created by the on-boarding experience that brand development agency McGarrah Jessee created when they hired their 100th employee.

A company spokesperson wrote, “When we founded McGarrah Jessee 18 years ago, we were clear on what mattered. We wanted an uniquely productive and collaborative work culture. That meant slow and careful growth, adding the right people at the right time. Today, we added our 100th McJer at just the right time and thought it was fitting to celebrate that milestone with a twist on our usual new-hire orientation.”

See the excitement below:

Elliot will surely remember this day as long as he lives! After such a welcome, any other employer he may have throughout life will ever quite measure up.

On-boarding doesn’t have to be this elaborate to be effective at creating engagement in a new hire. Even simple acts go a long way in the on-boarding experience.

Some Good On-boarding Suggestions

  • Walk a new hire around the entire business
  • Personally introducing them to coworkers
  • Assign someone to buddy up with the new hire for the first week
  • Have an actual training process to get them up to speed on their job duties

Implementing a training process helps a new hire feel like a welcomed and valued part of the team. When you also give them the training they need, it is far more likely they will be an engaged and effective long-term employee. Too often new employees are tossed into their job and flounder around on their own.

Employee Feedback

A highly skilled paralegal left her law firm after five and a half years to take a job elsewhere. Her comment was “I should have left that place long ago. From the day I started, I knew it would be a bad place to work.”

Her “first-day” experience memory was, “I was just shown to a desk overflowing with files and told to start processing them. I wasn’t introduced to anyone, not even the attorneys I’d be working for. No one showed me where the lunchroom was or where the restrooms were.

Every day I had to ask dozens of questions. Where things were, how things worked, how the attorneys liked things done. Everyone I asked treated me like I was a nuisance. That first week was so stressful I almost quit. Over the years, I observed two out of three new hires did just that, quitting within a month.”

Clearly, the lack of a thoughtful on-boarding process is costing this law firm, probably more than they realize. Letting new hires sink or swim on their own creates disengagement. An on-boarding process helps new hires get to know the company culture, their coworkers, and their job duties. As a result, new employees get off to a good start – and that goes a long way toward building engagement. Engagement builds business success!

How do you welcome and onboard new employees?

What first (and often lasting) impression are you giving them? Let’s schedule a conversation and see how we can help you “Be Wildly Successful!” It’s easy – just click here or call 540-420-1004.

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