Evaluation of current Onboarding practices show:

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• No structured Onboarding plan in place

• New hires are thrown in the mix

• Lack of supervision 

• No formal process

• No transition process in a promotion (Case manager to Supervisor) or (Supervisor to Executive Leadership)

• Lack of growth opportunities (management opportunities) for people of color

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OnBoarding begins from the moment a decision is made to hire an individual. OnBoarding is the foundation and gives the prospective new hire a sense of the “organization” in an agency. How the agency is presented and how you (as the lead) manage your new hire will leave a lasting impression.

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Onboarding is considered the honeymoon stage of a “new relationship”. In some instances, new hires are usually more eager and attentive than the existing team. 

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1. What kind of experience do you envision your new hire having at your organization? What are key elements about the organization/department your new hire should learn from the very first day they walk into the office?

2. As a manager, what impression are you trying to leave on the new hire about yourself, the team and the overall organization?

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Effective OnBoarding

Once an offer has been made and accepted-it's a good idea to follow up with the new hire to confirm the date, time and location they are to report to the office for orientation.

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OnBoarding a new hire takes collaboration between various departments (IT, Office Manager, Human Resources) therefore, it's important to coordinate in advance and not scramble at last minute to have a designated work area set up with a working phone, computer, work supplies such as pens, pads, other office supplies. An agenda or outline with at least a week’s worth of meetings with the team or other activities where the new hire shadows seasoned team members (keeping in mind flexibility as last minute changes happen). 

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New hires need to feel a connection to the team; feeling welcome to a new environment makes a difference (similar, to how we build a welcoming relationship with our clients). Creating the opportunity to meet with a member of the executive leadership can also add value to the onboarding process. It is important for your organization to stand out and design a well thought out plan for onboarding since most organizations, take a very passive approach which leaves a negative impact and no connection.

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