13 Coaching Strategies To Onboard New Hires Faster

Published In Forbes: https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/10/15/13-coaching-strategies-to-onboard-new-hires-faster/#28aa9d9b5164

Managers that are trying to get their new hires up-to-date and into the workflow of a company know how difficult it is to do that promptly. Both the new employee and the manager have to go through tedious onboarding processes. While some of these processes are legitimately important, others could be combined, cutting the time down to get new hires into the business’s operations.

Unfortunately, most companies follow the protocol that has been in place for years instead of innovating to make more efficient onboarding practices. To help managers deal with the slow onboarding process, 13 professionals from Forbes Human Resources Council outline the methods their companies use to help new employees get to work faster.

1. Develop A Plan For First 90 Days

Develop a 90-day plan and include expectations, job responsibilities, how performance will be evaluated, necessary training, resources and where they should be in terms of ability, knowledge and level of support required by their 30th, 60th and 90th day of employment. You’re essentially providing a framework for how to be successful at the very beginning of the employment relationship. – Courtney MuddInfluence & Co.

2. Connect Role To Organizational Strategy

The outcome of effective onboarding is connection to the manager, team and company. To realize that outcome quickly, introduction to the big picture early and often will help the employee connect the dots between roles and responsibilities and organizational strategies. When the employee understands how and why the work matters to the organization, he/she will connect sooner and engage deeper. – Jessica DelorenzoKimball Electronics Inc

3. Clarify The Role And Expectations

One coaching strategy managers can employ, with as much candor as possible, is to first clarify the role and set realistic expectations about the job to be done. Secondly, prepare a package of critical information that can include “official” and “unofficial” material. Finally, arrange introductions to critical key players so that they can get to know this person one-on-one. – Claudy JulesGoogleForbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

4. Use Your Top Performers

Enlisting the help of top performers currently working within your company is a great way to get new hires up-to-speed. Asking several knowledgeable team members to keep an eye out for questions from the new hire and answer them quickly can be a great way to promote camaraderie among the team. Training goes much faster when you have multiple people available to give clear, concise answers. – Laura SpawnVirtual Vocations, Inc.

5. Leverage Microlearning

While operations leaders often want or need the new hire to start yesterday, a great way to add efficiency to the onboarding process is by leveraging microlearning. Especially for policy and procedural elements, microlearning can transfer knowledge without lengthy orientation sessions. Further, with the right platform, these short lessons can be completed anywhere on any device. – Dr. Kelly LumLuminous Business Solutions

6. Create A Buddy System

People learn faster if they are allocated a buddy or a mentor to assist them in their learning and growth. It helps if there is a person who will guide and socialize them on the day-to-day operational matters. Clarity also helps, so if there is an agenda to the new hire to assist them in their development, this would definitely help. – Tasniem TitusDentsply Sirona

7. Introduce Them To All Departments

Rather than leading new hires directly to their desks and assigning them work, managers should include an introduction to each department within the company in their onboarding process. This provides new employees with a better understanding of the organization and culture, makes them feel valued beyond just the work they can produce, and introduces them to other areas where they may excel. – John FeldmannInsperity

8. Make The New Hires The Showrunners

Depending on the process, there may be places where the new hire can run the show. Do they need to meet with other departments to understand their role better? Have them plan the meeting agenda and run the meeting. Do they need to learn certain skill sets? Have them develop the learning plan and drive it. Putting them in the driver seat helps to give ownership in the work and ramp up faster. – Kelly LoudermilkBuildHR, Inc.

9. Prioritize One-On-One Time With New Hires

During the onboarding process, managers should prioritize one-on-one time with their direct reports to help foster their development. New hires may at first feel overwhelmed by all the new information and training, so personally reaching out and becoming a point of contact for their questions can impact their success by helping them feel more connected and empowered from day one. – Vivian MazaUltimate Software

10. Understand Their Priorities

Information overload is the worst thing for onboarding a new employee. Make sure you understand the priorities for that employee and onboard them in stages with the most important priorities first. If they won’t be doing a specific task or process for six months, don’t train them on that right off the bat. Do it just in time. – Lotus BucknerNCH

11. Help Them Navigate On Their Own

No matter how experienced they are and what kind of skills they have, whenever someone new starts in your company, they are entering uncharted waters — at least for them. So the most efficient ways to help them navigate is to provide them with a map (Intranet, Orgchart) and a guide (not necessarily the direct manager). – Reinhard GuggenbergerFalconStor

12. Use Technology To Start Onboarding Early

Giving new employees access to basic information and training videos about the company, industry or their job can help them perform quicker and feel more engaged. If they can look at this information in their own time they will take the information in better. They will also then have some base knowledge that can get them up to speed quicker and get more out of their early meetings. – Karla ReffoldBeecherMadden

13. Focus On Processes That Accelerate Engagement

When onboarding new hires, managers should focus on things that accelerate their engagement with the company. This will be achieved by ensuring all the tools they will use are up and running from day one, offering compelling work that requires interaction with other workers. Connect them with a mentor who can introduce them to the team and office culture and act as a resource for their needs. – Genine WilsonKelly Services

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