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7 ways to improve your employee on-boarding process

7 ways to improve your employee on-boarding process
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7 ways to improve your employee on-boarding process
Simon Chapman - The Alternative Board by Simon Chapman - The Alternative Board
Managing Director (Mid and North Kent) - The Alternative Board

Do you have a structured new employee on-boarding process within your business, or does every new employee experience something different on their first day?  There is a definite link between a quality orientation experience and long-term retention so it’s worthwhile creating a well-planned experience.  CapitalSpace business development expert, Simon Chapman, explains how to bring new starters on board successfully.

Why it’s worth getting it right  

Consider these statistics for new employees

  • Up to 25% of new employees leave every year.
  • It can take as much as 12-18 months for a new employee to become as proficient as their tenured co-workers.
  • A business can achieve a 50% greater productivity if they have a standard onboarding process for their new hires.
  • More than 75% of new employees who achieve their first official performance milestone went through formal orientation training.

Getting it right  

As you can see, the costs of getting new hires wrong are high, but there are some simple steps you can take to get it right. 

  1. Have a documented plan in place: That first impression really does count; do not create negative opinions by having a disorganised and uninformative onboarding process. Have a document in place that contains a step-by-step process that remains consistent, regardless of who’s been hired and who’s overseeing the orientation experience.
  2. Get paperwork out of the way: Try to avoid bombarding the new employee with too much paperwork on their first day. This time should be more effectively used bringing that person ‘into the fold’.  If possible, have the new employee complete any HR and other paper work ahead of time.
  3. Avoid overwhelming them on their first day : Manage your own expectations on what a new employee can achieve on their first day on the job. You may want them getting ‘stuck in’, but avoid piling too much information on them or assigning tasks that are potentially too difficult. 
  4. Consider a welcoming video : If your business is of a certain size then consider making a brief, informative video – it will most likely be a welcome change of pace during the onboarding process. This is your opportunity to reinforce the new employee’s belief that they have made the right choice in accepting the position. Inform them a little about the company’s history, the culture and if appropriate a welcome message from the CEO. Make that new employee feel part of the organisation from day one.
  5. Avoid Jargon! Every company has its own way of saying things and there’s no reason to expect that new employees will be well versed in it on their first day. Be clear in all the language used during the onboarding process, try to avoid any technical terms and inside lingo that no one just joining would be expected to understand. Only introduce a couple of key phrases if they are worth knowing, but for the most part, stick to language that everyone can easily grasp.
  6. Additional resources: Most new employees will want to learn more about the company and its culture, but most likely, not all at once! Put together a list of resources, links on the company website, etc., and encourage them to find out more about their new workplace environment.
  7. Give them something they can take home after their first day: Most likely, you offer branded items to your customers – so why not to new employees as well? Put together a welcome bag of these items; even have it on their desk or in their work location for when they first arrive. It’s a sign of your appreciation for their first day of work. Carefully selected branded items, while seemingly small, encourage a great sense of welcome and create a great first impression. 

To find out how Capital Space business premises could benefit your growing business, call 0800 107 3667  


Simon Chapman – Managing Director, The Alternative Board (Mid and North Kent) Simon’s passion for helping the owners of small- and medium-sized businesses succeed led him to become the local owner for The Alternative Board (TAB) in Mid and North Kent.  Having held senior positions within the Fund Management and Banking Industries, Simon has wide expertise in devising and implementing strategies with business owners and their management teams. It is this insight and knowledge gained over the past 20 years that  looks to share amongst forward thinking business owners to help them strive.