A focus on strong performance
SuperRatings' Pension of the Year 4 years in a row4
Successfully onboarding new employees from day one has the potential to boost your company culture and create a more robust organisation with lower turnover, higher morale, and even greater customer or client satisfaction.
In the COVID-19 age, with many employees working from home or under a hybrid-working model, you may be rethinking how to make new employees feel welcome and valued members of the team.
Here are 7 effective ways that HR technology solution platform foundU have developed to help employers onboard a new employee:
Adapting to a new company can be overwhelming. Instead of bombarding your new employees with information they may not remember, you could provide a playbook that outlines everything they may need to know – from the company dress code, pay cycles and workshops, to supporting their financial wellbeing, finding their way around the office, or even guidance on working from home.
In the digital age, it is possible to make your onboarding process contactless and mobile-friendly. This can also give fresh recruits confidence and insights into your organisation’s modern, tech-savvy culture. From digital contract signing to automatic reminders, you can offer your entire onboarding process on one of the mobile-friendly HR platforms available.
You may also be able to provide training and other tasks using technology designed to make onboarding smooth and streamlined, which has the added bonus of allowing your new employees to complete important procedures and compliance tasks early or at their own pace.
Cloud-based technology is rapidly evolving, in line with the “new normal” workplace. It can be challenging to choose the right tool, so it is important to identify a platform that best suits your organisation’s needs.
To properly onboard a new employee, it’s a good idea to be clear about what is expected of them over their first two or three months. You can provide specific goals with timelines and guidance on how to reach each one. The more confident and accomplished you can make your new employee feel in their role, the easier it may be for them to be engaged and productive in their job.
Once you’ve initially onboarded your new employee, it’s a good idea not to stop there. By connecting them with a buddy or mentor, you may offer ongoing training and development opportunities that helps them to quickly learn from your company’s top talent and take advantage of pathways for innovation and improvement.
Feedback can signal to new employees that your company is willing to help them learn and grow. You can schedule a time for personal feedback to help them with any questions or issues they’re having. It’s also a great opportunity to build a strong relationship with every individual, show your organisation listens to its employees, and aims to keep them engaged, motivated, and connected.
Knowing how to onboard a new employee smoothly and effectively is one thing, but if you want to truly welcome them to the team, it can be beneficial to make the first day a special one. Even small gestures such as scheduling a team meet and greet, or offering a small welcome gift, can help bolster a sense of belonging, loyalty, and motivation.
Contact us for more information, resources and solutions.
The opinions expressed do not necessarily reflect the opinions of the QSuper Board. No responsibility is taken for the accuracy of any of the information supplied and you should seek advice for your circumstances.
Your compulsory super payments from your employer will rise from 1 July 2022.
Remote working is here to stay. Here are some tips for employers seeking to minimise the challenges and maximise the benefits of managing staff who are working from home.
Stapling will be introduced on 1 November 2021, which means your employees’ super will follow them into their new job.
How social recruiting could help improve your hiring process