How can you onboard new employees in a fast-paced environment?

From a HR perspective: Provide a road map for new hire to see their onboarding program. Typically an onboarding programme starts from day 1 until their probation confirmation day. Provide them with support on how the company will support them during their onboarding (Day 1, Month 1, Month 2 and Probation confirmation Month) so that new hire will know what the organisation at large is doing to get them up to speed. From a Business perspective: use the roadmap set by HR and add in your business training/refreshers/decks that you want your new hire to know independently and read during their onboarding time. Work together with HR to compliment the overall onboarding programme for the new hire so that this roadmap will help them!

Preparation and communication is key when it comes to onboarding. Ensuring all of your stakeholders are fully engaged with their responsibilities and goals is essential. Clear and open communication with your new starter is a must ahead of their start day. There should be no surprises, they should be joining with all the information they need to set them up for success from before day 1.

In my opinion, before the onboarding date, recruiters should collaborate with other departments in advance to ensure a smooth onboarding experience for new hires. This includes preparing their workstation, equipments, computer, desk, access cards, parking card, log-in information… (if any) and any necessary documentation, such as visas or work permits for expats. Recruiters should also communicate the onboarding schedule to the hiring manager and ensure that it is aligned with the department's working/training timeline

In a dynamic, fast-paced environment, seamless onboarding is key. A targeted 1-3 day program zeroes in on culture and processes. Enhancements: Company Familiarity: Explore history, values, and mission. Real-life cases offer a practical grasp of policies. Buddy Program: Assign a mentor for insights into projects and workplace norms, fostering camaraderie and acclimation. Manager Meeting: Set expectations, learn about the new hire's background, and provide a detailed 90-day plan with role-based training. Regular feedback supports growth. Meetings: 1st month (weekly), 2nd (bi-weekly), 3rd onwards (monthly), with valuable feedback. HR Oversight: HR ensures resources and support. Scheduled 30/60/90-day meetings address concerns promptly.

Tenha multiplicadores em todas as gerenciais, que permitam um onboarding on the job, fazendo as devidas apresentações as personas e acolhimento a cultura e ambiente organizacional.

The most important aspect of Onboarding, as per me, is not the quantity of information provided, but the kind of experience created; as first day in an organization, is something which an individual never forgets. However, many a times the focus is just on ensuring operational stuff- like laptop, table, joining kit arrangement on time. Above is no doubt necessary, but exceptional experience shall be created only with the quality of conversations. Onboarding team should take effort to have some personal details of individual in mind and strike a conversation to make the individual feel welcomed. Managers/Leaders should take out time from their busy schedules to have lunch OR at least a 10 min conversation.

Onboarding employees in a fast-paced environment demands efficiency and clarity. Begin with a structured induction plan that rapidly immerses new hires in the company culture, vision, and goals. Pair them with seasoned mentors for hands-on guidance. Utilize digital tools for swift training, ensuring they're equipped with essential knowledge without overwhelming them. Prioritize job-specific tasks, helping them contribute immediately while gradually introducing broader responsibilities. Foster open communication, encouraging questions to minimize misunderstandings. Regular feedback in the initial weeks is pivotal. Finally, ensure they build quick connections within the team, aiding faster integration.

Providing clear steps of onboarding journey, pack to learn, engagement events, 30 days after survey, learning company values, history, culture and product portfolio

Automation and AI can play a vital role in making onboarding in a fast-paced environment as smooth as possible. Creating an up to date training system either with the help of in house L&D platform or the one from a vendor will help you save time and also make onboarding more efficient. AI prompts combined with feedback from employees who have been with a company for a while will help to identify which information and knowledge was crucial during their onboarding period and which could be learnt later on. Many onboarding courses a lot of companies provide are way too bulky and absolutely unnecessary in the first few weeks of employees work.

Compliance related training can be developed into e-learning for the new hire to do so. For some company, they may have a lot of compliance related training for new hires. My suggestion would be to split them into batches so that new hire is not overwhelm by so many e-learnings to do and become e-learning fatigue. Spread the e-learning over 3 months and cover different topics so that our new hire can learn and grow effectively.

Investing in a good Learning Management System means you can create engaging learning content to support the onboarding journey. It is essential to remember your new employee needs time to embed and giving them the tools to easily learn company values, culture and ways of working is key

Invest in a good Applicant Tracking System and/or Learning Management System through which you can assign and monitor your new hire induction training. In addition, a buddy who is assigned to show your new hire "the ropes" or just answer basic questions could make the difference in how well your new hire adjusts to the company during his/her first ninety days and beyond.

Always make sure to create a comfortable atmosphere for our new employee by providing a tour of the office. It's very important to identify all other departments and their activities rather than send him or her to their own department or work station. This tour makes them more comfortable learning about & identifying their own part of that whole organization.

Don’t forget explaining the company's culture and values for new employees from day one 😁 By explaining them to new hires, you can help them to understand the company's DNA and increased employee engagement

By using individuals within your organization who may have something in common with your new employees, you can provide a more comfortable environment to assimilate the intricacies of your organization. For example, if you are hiring former military professionals, by leveraging current employees who may have military experience or backgrounds, they can talk to the new employee about the necessities of their new roles, things that may be different between military service and civilian roles, and provide the new employee with a "bottom line up front" brief of what can be expected of them within their first 90 days.

While a new hire may be overwhelmed with many information, we can assign a buddy (usually a peer) to help the new hire to focus on the essentials in order to perform their roles effectively. The assigned buddy will guide the new hire on the essentials and the important files to look at in order to get up to speed with his/her job role. The buddy should also guide the new hire and accompany it through the entire onboarding journey so that the new hire onboarding journey can be wholesome and well thought through.

Creating a roadmap/career path for the new employees helps them understand where they can reach. Periodic performance reviews, feedback from the employee, peers & seniors can help understand the overall progress & sync with the organization. Not enough emphasis is given on the values & goals the company has. Once the employees are aligned with these; the progress becomes smooth.

Engaging and coordinating with internal stakeholders is key for planning the onboarding process. The new hires should be informed in advance and shall be provided with the detailed agenda. We should start with introduction and learning day from different unit heads/ senior managers who will be explaining company vision, mission, culture and values. Later, information regarding their new roles and expectations to be communicated. From HR perspective information regarding Performance Management Process, KPIs and Benefits to be provided along with getting different forms filled and signed. HR can regularly engage with the new hires during lunch/coffee breaks to know the progress being made and to know if any feedback or support is required.

HR could conduct monthly check in with new hire over coffee / informal setting to find out how the new hire is doing. Provide support and feedback for the new hire if HR receives any and gives new hire a chance to share their feedback if there are any ways to improve their onboarding journey.

Slow it down and realize that your new hires are still new. Although you may be in a fast paced environment, your new hire will need time to adjust their pace upwards. Slow your own pace down, brief them then adjust back to the "standard" fast pace. Also, be sure to take the time to slow down from your tasks to check in on them.

Te comparto algunos tips útiles. a) Diseña un “mapa de ruta” con actividades y objetivos en periodos cortos de tiempo (5 días o menos) para la persona de nuevo ingreso, la cual sea visible para todos. b) Reúnete semanalmente con la persona para conocer ¿Qué está haciendo? ¿Cuáles son sus avances? ¿Qué retos ha enfrentado? ¿Cuáles son sus aprendizajes? y ¿Qué apoyo necesita? c) Crea una "tabla de apoyo" en la cual sea fácil identificar con quien acudir en caso dudas o situaciones que no pueda resolver. d) Asigna a un par de compañeros que le ayuden en su incorporación al equipo y la empresa. e) Mantén abierto un canal de comunicación permanente contigo y con el equipo para atender sus dudas y generar lazos de comunicación - colaboración.

Clearly define roles and responsibilites in new hire onboarding. Who will be responsible for welcoming the new hire, who will help them get connected to systems, who will train them? Often we get lost in the hustle of trying to assign work to new hires and we lose sight that they've been thrown into the mess with no training, guidance, or support system. By defining responsibility and assigning roles, accountability is amplified and employees aren't left out.