Solving for Retention: The People Side of Onboarding

The People Side of Onboarding

Employees aren’t happy. They’re not engaged. And yet, we have all these “experts” advising small businesses to be more like Amazon and Apple – companies notorious for their high turnover rates among the general workforce.

It’s clear: we need to scrap the traditional onboarding approach and start fresh. We need to start solving for retention.

A Gradual Ramp Up

One of the most common pitfalls in onboarding is overloading new hires with an avalanche of information, leaving them overwhelmed and uncertain about their roles.

We get it. You’ve probably been trying to fill the position for a while. But there has to be a gradual ramp-up, a thoughtful progression, that eases your new hire into their responsibilities rather than drowning them in details from day one.

Building Relationships

We’ve been conditioned to believe that onboarding is just an information transfer: systems, processes, and job-specific tasks. But where’s the focus on relationships?

According to SHRM, over two-thirds of workers feel disconnected from their team. Without relationships, it’s only a matter of time until your new hire quits.

You have to spend time during onboarding focusing on culture integration, communication, and making your new hire feel like they belong. These are critical for building successful, long-term relationships with the team and with the company.

Welcoming New Hires

The reason many companies struggle is because they forget that hiring someone is like inviting a new friend into your home. They don’t know where the bathroom is or which cupboard holds the cups. You wouldn’t expect your friend to run the dishwasher the first time they come over.

Similarly, during onboarding, guide your new hire on what good communication looks like within the team, what sets off their colleagues, and how to navigate office culture. Teach them the unspoken rules, the team dynamics, and the cultural nuances that can’t be captured in a handbook or training module.

Strategies for Prioritizing Relationships in Onboarding

The onboarding process should prioritize building relationships. Here are a few strategies you can use to improve the people side of onboarding:

  1. Personal Introductions: Take the time to let new hires meet their colleagues in a structured, yet informal manner. Arrange coffee chats or team lunches to give them time to connect.
  2. Mentorship Programs: Pair new hires with experienced team members who can offer guidance, answer questions, and provide a sense of security as they navigate their new role.
  3. Regular Check-Ins: Schedule frequent check-ins to discuss their progress, address any concerns, and provide feedback. These conversations help new hires feel supported and valued. (Your existing team will appreciate these too – onboarding shouldn’t stop after 90 days!)
  4. Cultural Immersion: Introduce new hires to your company culture through stories, traditions, and experiences that define your workplace. Share the history, mission, and values and how they drive your organization. Tell them about the most recent company picnic or baseball game.
  5. Clear Communication: Make sure new hires understand how to communicate effectively within their team. This includes understanding the preferred communication tools, meeting etiquette, and the process for feedback.
  6. Encourage Feedback: Create an environment where new hires (and your existing team!) feel comfortable sharing their thoughts and suggestions. A fresh perspective can provide valuable insights and help your company grow.

Successful onboarding goes beyond the basic transfer of information. It’s about welcoming your new team member into a community where they feel connected, understood, and empowered to contribute.

By focusing on the people side of onboarding, you create a foundation for lasting engagement and mutual success. After all, who doesn’t want lower turnover and higher profitability?

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