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The Corporate Leadership Council cites a journal article that describes common objectives of onboarding:
• To build employee identification with employer
• To build positive attitude in new employees
• To communicate company culture, values, and priorities
• To encourage socialization and team building
• To help avoid misunderstandings
• To make new employees feel valued
• To model good customer service behavior to employees
• To prevent problems before they happen
• To relieve new employees anxiety and set expectations
• To shorten the learning curve of new employees
There are several reasons why new employees may be dissatisfied with their job including:
• Expectations about the job do not match reality
• The supervisor and manager have not taken the time to get to know the new employee and develop a good working relationship
• The new employee has not made any friends in the workplace
First Work Assignment
It is important to have new employees begin work on an assignment as soon as possible during the first week. Not only will it give new employees a sense of what is involved in the job, it will help them feel they are making an immediate contribution. Explain to new employees your management style and that used by other management levels. In addition, spell out the schedule and format of staff meetings and discuss how work is routed/assigned/approved.
Guidelines and Recommended Activities
Pre-Arrival to Four Weeks on the Job
The information listed below is intended to help the new employee’s manager or supervisor structure onboarding activities during the first four weeks of employment.
An effective onboarding program begins as soon as the employee is hired and continues well into the employee’s first month on the job. These guidelines include a list of recommended activities designed to assist you with new employee orientations, organized by time period, from pre-arrival to the first month of employment.
These guidelines are intended to assist you, the manager or supervisor, with orientation activities related to a new employee’s job, specifics of their duties, the workplace and workplace culture, and management expectations. They are not intended to cover topics that are part of the Human Resources hiring process. If you or the new employee has human resources related questions, please contact your Human Resources Representative.
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