Onboarding is a critical part of the employment journey, yet few companies give this process it’s due consideration. That’s why I was so excited to work with an all-star team of professionals to onboard a group of rising stars to success.
Part I: Success Lies from Within
Where is your best talent? It’s not out there, it’s right here. Start where you are.
Recruiting outside is always your last resort. You have motivated talent right where you are, why not promote within? Promoting from within is not only cost effective, but also the most efficient. These talented individuals already know the culture, have previously been vetted and are the most motivated to move up in the company. Everyone wants to be a part of a winning culture and promoting from within is just one of many ways your company can demonstrate this culture.
Part II: Keep them Motivated
Once you promote, keep them motivated by investing in their future. Yes, the journey does not end here. Keep them moving forward. Find out what makes them motivated and encourage them to demonstrate these skills and learn new ones. Make learning a priority and carve out time to devote to their own personal exploration and development.
Part III: Coaching and Mentoring
The onboarding process does not end in the first 30 days, 60 or 90 days. There is no definitive end to onboarding or beginning. Start onboarding before they start their role, by providing them exercises, training or tasks before they start. Everboard your team by providing them continuous feedback and open channels for communication. Develop your relationship, listen to them and gather as much feedback from them as they will from you. Coaching and Mentoring is not a one-way street. Ask them what they think of the onboarding process. What could be better, what is working well. Implement their feedback whenever and wherever you can.