Starting a new job can be an exciting and nerve-wracking experience.
You want to make a good impression and set yourself up for success in your new role.
There are many unknowns and even fears leading up to your first day. Your success and satisfaction depends on numerous factors, many of which you can influence and control.
Does onboarding and early support really matter?
Let’s delve into a few key points proving that it does and find out what you can do to minimise the risks and maximise the opportunities.
It is critical to understand the importance of an effective onboarding and induction process. This is often misunderstood and poorly implemented, with significant risks for employee retention, engagement and business success as a result.
Let’s firstly look at the environment and culture you are about to step into, including the induction process. According to a study by the Society for Human Resource Management (SHRM), effective onboarding can increase employee retention by 25% and improve productivity by up to 50%. The study also states that Research and conventional wisdom both suggest that employees get about 90 days to prove themselves in a new job. The faster new hires feel welcome and prepared for their jobs, the faster they will be able to successfully contribute to the firm’s mission.
In addition, a Glassdoor survey found that a positive onboarding experience can lead to employees being 69% more likely to stay with a company for three years or more. BambooHR found that the most important factors for successful onboarding include:
- Setting clear expectations (96% of respondents rated this as important)
- Providing access to necessary tools and information (93%)
- Providing access to mentors, buddies, or coaches (87%)
- Making introductions to colleagues (87%)
- Having a formal onboarding program (85%)
In terms of the length of onboarding programs, the same BambooHR research found that employees who participated in onboarding programs that lasted longer than one month were more than twice as likely to stay with the company for three years or more, compared to employees who had a shorter onboarding program.
On the other hand, 62% of HR managers said that a successful onboarding process can improve the employee experience, and 54% said it can improve employee retention.
What about the individual? There is plenty you can do to own your role and provide greater likelihood of successful integration. To help you navigate this transition, we’ve put together a list of things you should do and look for when starting a new job.
- Research the company: Before your first day, take some time to research the company. Review their website, social media accounts, and any news articles or press releases about the company. This will give you a better understanding of the company’s culture, values and goals. You should also learn about the industry the company operates in and the competitors they face.
- Understand your job responsibilities: Make sure you fully understand your job responsibilities before you start. This includes the tasks you will be responsible for, any goals or targets you are expected to meet, and who you report to. If you are unsure about anything, don’t be afraid to ask your manager or HR representative for clarification.
- Be prepared for your first day: Make sure you are prepared for your first day on the job. This includes knowing what time you need to arrive, where you need to go, and what to wear. You should also bring a notebook and pen to take notes, as well as any other materials you were instructed to bring.
- Build relationships with your colleagues: Getting to know your colleagues is an important part of starting a new job. Make an effort to introduce yourself to your co-workers and ask them about their roles and responsibilities. Take part in team-building activities or social events to help build relationships and learn more about your colleagues.
- Understand the company culture: Understanding the company culture is important for fitting in and feeling comfortable in your new role. Observe how your colleagues interact with each other and the company’s values and behaviors. If you are unsure about anything, ask your manager or HR representative for guidance.
- Learn the company’s technology and systems: Many companies use specialised software or systems to manage their operations. Make sure you learn how to use any technology or systems that are essential to your role. If you are having trouble, ask your colleagues or IT department for assistance.
- Seek feedback: Don’t be afraid to ask for feedback from your manager or colleagues. This will help you identify areas where you are doing well and areas where you need to improve. Feedback can also help you adjust to the company’s expectations and culture.
- Set goals for yourself: Setting goals for yourself can help you stay motivated and focused in your new role. Talk to your manager about what goals you should be working towards, both short-term and long-term. Make sure your goals are specific, measurable, and achievable.
- Find a mentor or coach: Having a mentor or coach can be a great way to learn more about the company and industry, as well as get guidance and support in your role. Ask your manager or HR representative if there is a formal support and development program, or seek out a coach or mentor on your own.
- Take care of yourself: Starting a new job can be stressful, so it is important to take care of yourself both physically and mentally. Make sure you are getting enough sleep, eating healthy foods, and taking breaks throughout the day. Don’t be afraid to talk to your manager or HR representative if you are feeling overwhelmed or need additional support.
The opportunities presented when changing jobs can be both challenging and exciting. It is this excitement and the unknowns that should form part of the reason for the change in the first place.
Don’t leave your success to ‘fate’ or luck. Own your role and seek assistance to make the most of the opportunity. Through genuine thought and reflection and having a plan to follow during your first few month, you can set yourself up for success and greater enjoyment in your new role.
Many people at all levels of seniority and across industries find that external support and coaching is of benefit, particularly during the challenging time of starting a new job.
If you, one of your team or someone else you know are currently changing jobs, it is worthwhile investigating our CoachStation Role Integration Coaching (RIC) Program.
We have created a very useful and effective coaching and support resource to assist people at all levels as they transition into a new job. It is as effective for internal movements as external. Many of the points listed in this blog are explored and expanded on to ensure the best opportunity for a successful integration.
The RIC program provides many benefits. Primarily, there is the opportunity to transition and onboard into the new role with additional support from an external resource and coach. This is designed to work in conjunction with the recruiting organisation and their induction process, enhancing the opportunity for both the employee and new employer.
Coachees participate in two online coaching and mentoring sessions across an 8-week period. The first session is scheduled 1 – 2 weeks prior to starting your role, whilst the second session is scheduled to occur around 4 weeks after. Commonly, this might involve identifying a 30-60-90 day plan; specific skill development; developing greater self-awareness and Emotional Intelligence; leadership capability; or similar themes.
The 1:1 coaching is reinforced through access to our custom eLearning platform and its resources, tools and content. Specifically your RIC Program includes:
- Two Coaching and Mentoring sessions, facilitated online by experienced and effective CoachStation coaches.
- Opportunity to ask questions via email-based Q&A coaching throughout the program.
- Access to learning videos providing insight into how best to integrate into your new role; tactics to maximise your first few months; observations and strategies to apply during this phase.
- Supporting tools and resources to be applied during the program and designed to be of benefit for many months and years after.
- Candidates will be provided with an Ebook providing insights, tools and material consolidating the learning.
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