Sector News

How to teach corporate culture through onboarding

August 23, 2017
Borderless Leadership

One of the most common factors to a person’s success in a new job is the effectiveness of the onboarding process. By design, employee onboarding is a tool that helps to quickly engage a new hire and help them find their place in the culture of an organisation.

A fact that companies like software developer JAMF has taken to heart. According to a Forbes’ article, JAMF’s training program greatly emphasises the importance of culture, role, and product.

These three focal points ensure that if a new hire understands their role, the product, and their place in the culture they have a greater tendency to thrive – which in turn allows the company to thrive.

Teaching culture

Onboarding can be a stressful endeavour for both the new hire and the company. The first few days can be nerve-wracking, and if the training is not efficient enough it could spell the eventual end of an employee-employer relationship.

No one wants that. So, to aid the process lets break onboarding up into three segments: Before day 1, day 1, and week 1 and beyond.

Before day 1

Before a new hire ever clocks in, it is important to make them a part of the team. Get their work space set up with what they will need and inform their new coworkers about them. Another great way of doing this comes from Atlanta-based marketing automation and email marketing service, Mail Chimp.

Their new hire ambassador takes it upon herself to “send every new hire a detailed email of what their first day will be like so they know exactly what to expect.” That way when they come in on their first day they know what to expect and they begin to feel like a team player from the get-go.

Remember, taking the early initiative during onboarding, like an introductory email, and preparing a place for new hires will ease their transition into the company.

Day 1

Armed with the budding knowledge of the culture and a growing understanding of how they fit into the big picture is one way to take the edge off new day jitters. At this point, according to HR Cloud Blog, “new hires are anxious to learn about how they are connected to the big picture.”

When the new hire walks into the building, an employee involved in their interview process should be there to greet them. This will help them to feel more at ease as they are shown the facilities and where they will be working. Take time to introduce new hires to colleagues, management, and their team members.

Week 1 and beyond

By the end of the first week employees should have a clear understanding of the company’s expectations, goals, and values. They will have begun assimilating into the culture.

One suggestion software company Thrive TRM gives to aid the process is, “Some social time…will give your new hire a chance to converse with co-workers in a less formal setting than a meeting or work session, which helps ensure that everyone is more comfortable going forward as a team.”

This understanding of their role, and their place in the company is essential. Schedule time to review with each new hire their progress and discuss any worry or issues that may have arisen. And continue to evaluate and aid them as they grow within the company.

Conclusion

There exists a definite symbiotic relationship between onboarding and a company’s culture. The more a new employee is integrated into the culture, even before day one, the higher the probability that they will excel in their new position. And as they say at the hotel chain, Ritz-Carlton, “Employees who embrace your culture will contribute to an atmosphere of teamwork, collaboration and greater success.”

By Blake Beus

Source: Training Journal

comments closed

Related News

September 25, 2022

To slow down attrition, pay closer attention to what workers really need

Borderless Leadership

It can be a real challenge to try to fabricate fun, especially in a group workplace setting. I’m not going to claim to have the perfect answer to that, because I do think fun is much like romance: if you try to force it too much, it’s not going to happen. What you can do, though, is set the stage for it.

September 17, 2022

Lessons on leadership and community from 25 leaders of color

Borderless Leadership

The specific attributes that leaders of color bring can be the key to unlocking great leadership — for everyone. To better understand the relationship between leadership and identity, the authors talked to 25 leaders of color across the social sector and drew on their client work. Their research identified several noteworthy assets that leaders of color bring to their organizations.

September 11, 2022

The CEO’s role is changing. What it takes to get the top job now

Borderless Leadership

The mission of a CEO used to be fairly straightforward. Set the vision and strategy of your company and make sure the right people are in the right roles. Above all else, grow as fast and as big as you can. But as the world has changed, so have the demands of the CEO job— and the skills needed to succeed in it.