Employee Onboarding Lessons From 4 All-Star Companies

Employee Onboarding Lessons From 4 All-Star Companies
From Recruiter - October 17, 2016

You wake up early and put on the new outfit you specifically bought for this day. You actually eat breakfast! Youre prepared as ever, but still as nervous as can be. Its your first day at a new job. Cant get more terrifying than that, can it?

At Click Boarding, we want to make every first day the best first day it can be. Its not easy to walk into a new job, make new friends, and learn new skills. Thats why today were going to look at some companies thatare making their new hires feel right at home from day one with great onboarding processes. Maybe your organization can learn a thing or two from these all-stars:


At Medallia, which specializes in customer experience management software,new hires are challenged to step up and push their limitsby facing their fears during the onboarding process. For example, if a new hire is afraid of needles, theyll be given the opportunity to overcome that fear by donating blood. Facing their greatest fears not only helps new hires grow, but it also helps thembond with their colleagues as their teammates aidthem throughthe experience.

Medallia takes itsonboarding process seriously. The company has spent more than9,360 paid hours perfecting it. It is said that its easy to spot a new hire by Friday evening because theonboarding process can be exhausting for them. However, onboarding at Medallia is something that employees regularly cite as a formative experience for their professional and personal lives.

While your company may not require such an extensive process, something this intense and well-thought-outis sure to make new employees feel valued. And it looks like it must beworking: Medallia CEO Borge Hald has an approval rating of 97 percent on Glassdoor.

Try this: Instead of a putting together an intensive weeklong program, tap a few engaged employees to share their most challenging moments with the new hire during a chat session on their second day. This can create empathy, build relationships, and be a less scary way for the new employee toface their own fears.


When it comes to innovating your onboarding system, where do you turn for help? How about your employeesthe people whoactually went through the process? Thats exactly what entertainment software company Valve has done with itsonboarding processby creating anemployee handbook written by the employees, for the employees.

What better way to get introduced to your new team than by reading what employees think you need to know! Before thisnew handbook was introduced, it sometimes took new employees as longas six monthsto get acclimated to Valveand its flat management structure. Such a long acclimation periodposes abig problem when one considers that22 percent of employeeturnover occurs in a new hires first45 days on the job.

Due to the structure of the company, there is no one to necessarily tell new employees exactly what to do. That can make getting started adaunting task. The handbook acts asa guide to the hires new job, therebybecoming a significant part of their onboarding process. Valves handbook also helps new employees decide which projects they will start on because, as mentioned, there are no managers at Valve toassign tasks.

Try this: Do you have a flat organization? If so, consider creating a similar handbook. Crowdsourced from your employees, this book can be a collection of survival tips, unwritten rules, and examples of what success looks like thathelps your new hire orientthemselves.


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