text: PICTURE THIS: you just hired a talented new employee who’s excited to join your team. It’s their first day as they sit in the chair across from your desk, waiting for you to show them the ropes. What do you do? Where do you start? How do you make sure they feel a part of the team? Can you make it exciting for them? Are they regretting this decision? Are you?
  A crucial aspect of running a successful business is onboarding! I know what you’re thinking, “Onboarding? That sounds so formal!” But trust me, it doesn’t have to be all paperwork and bureaucracy. In fact, it’s all about making your new hires feel welcome and setting them up for success from the get-go.
  When they sit across from you for the first time, you have the opportunity to set them up to thrive in their new role or feel like a fish out of water. So, let’s get practical and ensure they are set up to succeed:
  Welcome with Open Arms
  First impressions matter, right? Start the onboarding process before the official first day. Send a warm welcome email, introduce them to the team via virtual meetups, and share essential information about the company culture, dress code (if any), and what to expect on day one. Send them your business swag ahead of time and show them that you’re excited to have them on board.
  Remember how daunting it was to start a new job? Pair your new hire with a friendly “buddy” from the team. Let this person be a safe place to ask questions and request help. Having a go-to person can ease their nerves and make them feel like part of the gang faster than you can say “teamwork.”
  In fact, it’s all about making your new hires feel welcome and setting them up for success from the get-go.
  Clear the Path
  Make sure everything they need on day one is ready to go. From a fully equipped workspace to the necessary software access, nothing dampens excitement like tech issues and logistical problems. If you don’t have an onboarding checklist, now is the time to get one… fast!
  Check-ins and Feedback
  Onboarding doesn’t end after the first week. Schedule regular check-ins during the first few months to address any questions or concerns. It shows you care about their success and creates a platform for open communication. I recommend prioritizing 1-on-1 coaching at least once a month for the first year. It’s not micromanaging. It’s leading.
  Culture is King
  Show them the ropes not just on the job but also about your company culture. Encourage participation in social activities and team events to help them feel connected and valued.
  It’s not micromanaging. It’s leading.
  Growth and Development
  Make it clear that you’re invested in their growth. Discuss opportunities for professional development and advancement within the company. Employees are more likely to stick around when they see a path for their career development. Open and honest conversations about their goals and expectations are very valuable.
  Recognize their achievements and milestones along the way. It could be their first successful project, a promotion, or even their work anniversary. Small gestures of appreciation can have a huge impact on morale. Everyone likes to be celebrated for their accomplishments.
  Remember, effective onboarding isn’t just about ticking boxes. It’s about creating a positive, inclusive, and motivating environment for your new employees. Set them up for success and invest in the future of your business. Build a team that’s ready to conquer any challenge together and start with the newest member.
  So, put on your onboarding superhero cape, and let’s welcome our new team members with open arms!
  Until Next Time…
  The HR Lady