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If your idea of welcoming a new employee to the company consists of piles of paperwork and a basic training video, you may want to rethink your approach to onboarding. According to a 2014 Bersin by Deloitte study, 22% of employee turnover occurs in the first 45 days of employment. Without a proper welcome, new hires may be starting with one foot out the door. Here’s how to create or improve your onboarding program.
Whenever you hire a new employee, you must fill out certain documents:
Under the Occupational Safety and Health Act (OSHA) you may be required to train new hires in certain safety procedures, depending upon your business or the position your new employee is filling.
While OSHA requirements vary, OSHA recommendations can be applied to any business, regardless of industry. Consider adding a general safety training component to your onboarding program that covers, at the minimum, your Emergency Action Plan, fire safety procedures, and medical or first aid policies. Giving this information to your employees can literally save their lives in case of an emergency – which keeps them and your business safe.
Another kind of training to consider adding to your onboarding program: harassment training. Most employers cover sexual harassment training, but fewer tackle other forms of harassment, which can be covered with basic diversity training. If you’re not providing new employees with definitions and examples of all forms of harassment in the workplace, you may be inviting lawsuits, fines and investigations from the Equal Employment Opportunity Commission (EEOC). Aside from formal training, this information should also be highlighted in an employee handbook that you provide to new hires on their first day.
Instead of using training videos or generic presentations to share this information, try to incorporate some interesting, interactive elements. For example, a brief quiz or game can help break up the material while also giving you an idea of how much your new hire is retaining.
According to a 2014 Bersin by Deloitte study, 22% of employee turnover occurs in the first 45 days of employment.
When deciding what information to share with new hires, start by putting yourself in their shoes. Think back to the first day you started at your current company – what were your biggest questions and concerns? Recall what it was like to enter a new office for the first time and go from there.
It may help to address topics based on the “Five W” questions taught in school: who, what, where, when and why. For example:
Once you have an effective onboarding process in place, take the time to evaluate it to make sure employees are getting the most out of your efforts. Schedule success check-ins with new hires to see how they’re adapting to your office, or distribute surveys for feedback on your process.
To make sure you complete the Form I-9 correctly, download our 9 essential tips to ensure you are in compliance.
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