Effective onboarding of new employees is crucial for organizations to maintain productivity and achieve long-term success. Managers play a pivotal role in this process, with their ability to set up new hires for success being paramount. By establishing well-defined objectives, managers can empower new employees, enhance their confidence and propel them toward growth and achievement in their new positions.
Below, 20 Forbes Business Council members share their best tips, tricks and tools for managers to ensure new employees thrive and make meaningful contributions from day one.
1. Pair New Team Members With A Mentor
At our company, every new team member is paired with a mentor on a cross-departmental team who embodies our values and lives our ethos of “finding a better way.” By creating personalized learning plans and promoting a sense of community, new employees understand that they’re integral to our shared vision, not just filling a job slot. – Jay Wilkinson, Firespring
2. Clearly Communicate During Onboarding
Onboarding is everything. Clearly communicate expectations, provide relevant training resources and foster a supportive environment for feedback and questions. Also, regular check-ins during the initial onboarding period can help managers identify any difficulties and offer timely solutions. – Jill Stelfox, Panzura
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3. Be Vulnerable
Vulnerability, especially from a leader, facilitates authentic team communication, which cultivates an understanding, supportive environment. I intentionally make an effort to be vulnerable in front of my team to show them we are in a safe space. When people feel that they can be vulnerable, they will more readily share the areas in which they need help and support, making all employees, both new and old, successful. – Jeff Chen, Radicle Science
4. Ask How You Can Best Provide Feedback
One of my favorite things to ask a new employee that I manage is, “How can I best provide you with feedback?” It shows the employee that you, as a manager, care about providing feedback, are cognizant of different communication styles and value them as a partner in work. If every new manager could learn to ask this question, it would set up all their employees for success. – Andee Harris, Challenger
5. Motivate With A Worthwhile Goal
More than anything, people are motivated by a worthwhile goal. So, as early as possible, help new employees fall in love with a customer problem, as it will connect them to the reason your company exists and give them a sense of ownership. Doing this will start them off on the right foot and show them that their work really matters in the real world. – Yakir Bechler, BWith AI
6. Establish Trust And High Autonomy
Top talent expects workplace cultures with high trust and high autonomy. The hiring process is when candidates earn trust; what they lack on day one is domain expertise or the ins and outs of the company. Managers can facilitate introductory meetings between new hires and key players to help new team members integrate quickly. – Sarah Kellogg Neff, The Lactation Network
7. Create A Support Structure Team
Ahead of their start date, create a string and structure of support for each new hire’s first three months. From their point-person(s) in HR and the “work-buddy” who holds their hand for the first few days to the team member helping train and settle them in, everyone in the line of support must be available and affable! A new employee’s first few months go a long way in helping them to form the bond and adaptability needed for their success on the job. – Lola Olukuewu, High IQ Designs
8. Communicate The Significance Of The Role
Communicating role significance to new employees fosters a sense of purpose and belonging, which is crucial for engagement and motivation. Understanding their contribution to team performance, company growth and customer satisfaction helps employees see the broader impact of their work. Additionally, it fuels passion, encourages proactive participation and stimulates innovation. – Michel Koopman, 2Swell, Corp.
9. Maintain A Strong Work Ethic And Goal Orientation
Having a strong work ethic is crucial in any new business position. It means being dedicated to putting in the necessary effort and being willing to go the extra mile to achieve goals. It also means being goal-oriented, which helps in defining clear objectives and then working toward them. Set realistic targets, create action plans and consistently track the progress. – Adewale Oshinaike, Fox Capital Investment Limited
10. Open Meetings With Personal Connections
With remote companies, it can be difficult to assimilate and build personal connections that help you achieve success. If new hires are onboarded remotely, a practical tip is to open meetings by offering something new and personal about yourself as well as trying to get to know something new about your colleagues. Doing this will help forge more human, authentic connections between you and your colleagues. – Pooja Kohli, Indr
11. Become Your Employees’ Biggest Supporter
Empower employees to be incredible. Become their cheerleader, their defensive formation and their accelerant. Make them believe that everything is possible and do everything in your power to make that a reality. – Ian Wilding, Hangar 75
12. Provide Resources And Learning Materials
When an employee arrives at a new position, it is always helpful for them to read literature relevant to the new responsibilities they are meant to handle. They can also benefit from reaching out to people who have already achieved success in similar positions and asking for their insights. A manager’s job in this case would be to ensure that these new employees have access to such tools. – Valentina Drofa, Drofa Comms
13. Put The Company Vision Front And Center
Companies that stand the test of time all have something in common: A clear and simple vision. The first and most important goal is to make sure the company vision is front and center in the workplace, well understood and an integral part of the team’s daily experience. Managers need to help employees connect the dots so that they can strongly align with the company’s values and mission. – Anna Stella, BBSA
14. Provide Product Training
It’s essential for new employees to focus on getting to know your product first. Allocate the first few days specifically for training. This training should cover in-depth information about the product, its features, functionalities and any other relevant details. By the end of the training, conduct a mandatory assessment to evaluate the employee’s understanding and knowledge of the product. – Nitin Gupta, Tez Minds Software
15. Embrace Their Individuality
Embrace your new hires’ individuality. Understand their interests and capabilities. Invest time in getting to know each new member of your diverse workforce. Avoid forcing people into predefined ways of getting results. Instead, use what you learn about them to mold the job to their strengths, keeping in mind that different paths can yield equal or superior results. – Joseph Santana, Joseph Santana, LLC
16. Have An Open-Door Policy
Have a manager-inspired open-door policy. All positions in a company have burnout points, and most of the time, new employees do not know where they are or when they show up. Managers can clearly outline where and when employees in the past have experienced burnout and be committed to being totally hands-on during and after those challenges. – Matthew Wong, Tolunay-Wong Engineers Inc.
17. Create A Comprehensive Onboarding Experience
Invest in comprehensive onboarding. Set clear expectations, provide thorough training and assign a mentor. Encourage open communication and create a welcoming environment. By nurturing their growth, you foster confidence and productivity, ensuring new employees integrate smoothly and thrive in their new roles. – Daniel Danino, Volta Metals
18. Provide Resources And Incentives
Understand what your new employee’s values are so that you can align incentives and motivate them. Provide resources and guides to help the employee succeed. If you do not have all the protocol, guidance and training material ready to set expectations, then make sure your management style and the employee’s work ethics are aligned. Remote versus in-person work settings will also impact your approach. – Alex Yarijanian, Carenodes (Value Based Care Advisory)
19. Ask Employees To Repeat Responsibilities Back To You
After managers explain and onboard their new positions, then ask your new employees to take you back through what their roles and responsibilities are. Many times, managers believe they’ve explained it clearly, but your employees may have heard things differently. – Rocky Romanella, 3SIXTY Management Services, LLC
20. Foster Transparent Communication And Confidence
Carve the path of success for your new team members by establishing transparency and clarity in your communication. Enlighten them about their roles, plant the seeds of expectation and cultivate an atmosphere of trust and confidence where questions are welcomed. Encourage them to innovate, share suggestions and learn from mistakes. – Bobbi Vargas, Bodela
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