030: Sue Joyce | Empathetic Onboarding

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Truth You Can Act On:
  1. Remember What It’s Like to be a New Face: Put yourself in the shoes of your new hires. Imagine what their first days are like. Who is everybody? Who can they go to with questions? Where is everything located? Your job is to provide a clear roadmap to make the transition as painless as possible. Don’t make them figure everything out by themselves.
  2. Start the Onboarding Process With the First Interaction: If you want to hire engaged employees, don’t wait for their first day to start onboarding. Engaged employees have values that match with those of your culture. So, during your initial phone interview, ask what “culture” means to them. This will weed out anyone with a “culture disconnect” and make the rest of the onboarding process easier and more effective.
  3. Make Onboarding a Full Force Effort: Onboarding shouldn’t just involve your Operations or H.R. Department. It needs to be a culture-wide process. Create a culture that is welcoming to new hires and allow them to introduce themselves to everyone. Have them share not only who they are professionally, but a personal interest as well.
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