The first day for a new employee
I remember getting ready for my first day of kindergarten. I had my tablet (with paper - not the electronic kind!), jumbo pencils, and my Holly Hobbie lunchbox. I assumed I would be able to take my purse, and I even made sure it would match my Day 1 outfit; however, my mom quickly nixed that idea. I was nervous about what the day would hold, who my friends would be, and whether I would do everything right. Turns out, things haven’t changed much.
Whether it’s the first day of school or the first day of a new job, we each have our anxieties, concerns, and hopes. We want to do well. We want to fit in. We want to have a bag that matches our outfit (ok, maybe only a few of us want that).
Day 1 matters. Even when I was a high school teacher or college professor, I refused to just call roll and go over the syllabus. I always tried to teach on the first day. Why? Because teaching and learning was what we were all about, and beginning that cycle on Day 1 communicated its importance.
As it turns out, Day 1 matters for employees, too. It’s an essential moment in the entire onboarding process for a new employee. “Onboarding” is more than just an orientation with HR and paperwork. Onboarding should be designed with the long-term success of the employee in mind.
Managers and leaders (hopefully, they are one and the same!) should recognize the importance of a well-developed onboarding program. In “What Does Poor Onboarding Really Do to Your Team?,” Adam Uzialko highlights the following findings:
Unfortunately, “36% of companies do not have a structured onboarding process in place.”
“Poor onboarding is a major cause of employee turnover, which can cost a company 100-300% of the employee’s salary in total.”
“Lower employee morale, lower levels of employee engagement, lower confidence among employees, a lack of trust within the organization and missed revenue targets are among the other negative impacts of not having a thorough onboarding program.”
While onboarding is much broader than Day 1, the first day is a significant milestone in any employee’s career. As a leader-manager, be involved in the onboarding of new employees, and be active in planning the Day 1 experience. Here are some suggestions on how to plan Day 1 - ideas that will help affirm your new employee’s decision to join the team and assuages some of the anxieties they may have.
Prior to Day 1. In anticipation of the first day, be sure to communicate with your new employee. Send a personalized welcome email (just google “new employee welcome message” to get plenty of ideas for the wording). Work with the various areas within the organization to ensure new employees have what they need for the first day – for example, computer access, parking pass, and ID card. Schedule an initial meeting with your new employee to start the day, as well as any necessary trainings and time with HR. Communicate any expectations that may affect the first day (such as dress code) and share the Day 1 plan with the new employee so they know what to expect.
Day 1. As you plan Day 1 for your new employees, consider space, time, and people.
Space: Help new employees get oriented to the physical space. Give them a brief tour of the office area, and prepare their workspace. Consider writing a welcome note or having the team sign a welcome card. Provide some thoughtful items, such as a pen and note pad or company swag. For remote employees, if there is a physical office, provide a virtual tour. Make sure remote employees have the technology and help desk support to successfully engage online.
Time: Be thoughtful as you schedule the first day. Provide some structure as well as time to get oriented and settled. Start the day with an informal meeting, welcoming them and orienting them to the day. Allow time for paperwork and Q&A with HR and share the overall onboarding plan (past day 1). Give some tasks for the first day, too, whether it is a work-related task or simply a goal for the orientation time. Overall, be thoughtful and considerate.
People: Schedule meetings with some key people – a mentor, a key colleague, or other members of the team. Plan lunch together as a team or schedule a coffee break. Be relational and not just task oriented as you think through the day.
Beyond the first day. Remember that onboarding is about the long-term success of the employee. We want new employees to continue learning, so provide training and support. We want to build a team, so plan thoughtful opportunities to foster relationships and trust. Consider peer mentoring, feedback/evaluation opportunities, and other research-based onboarding approaches.
Effective leaders think through the details, and they envision the work experience from a variety of perspectives. When leaders thoughtfully plan a meaningful first day with the new employee in mind, they are helping to ensure a positive outcome for both the new employee and the organization.
If you are a manager who wants to become a leader, contact ABL Wise Consulting today. Let’s make a plan for your leadership development.
