"Only 12% of employees strongly agree their organization does a great job of onboarding new employees" (Gallup). That's brutal!
In the same Gallup Perspective, it says "Onboarding fulfills promises made during recruitment and lays the foundation for the rest of the employee life cycle." This tells us that welcoming new employees is more than just a checklist—it's your first chance to set the tone for their experience and set the stage for long-term success. No pressure!
Done right, onboarding can help new hires feel like part of the team from day one. This can boost their productivity, engagement, and retention. Here’s what you need to know to build a successful onboarding program that goes beyond the basics and really makes an impact.
You already know this, but just in case... Onboarding is the process of integrating new employees into your organization. This covers everything from paperwork to a deep dive into the organization’s culture, vision, mission, and values. Unlike orientation—which is typically a one-time event to cover administrative tasks—onboarding is a more immersive, ongoing process designed to support employees as they find their footing in a new environment.
A robust onboarding process can span weeks or even months. In fact, it normally takes 12 months for new employees to reach their potential for performance in a role. Good onboarding gives employees the tools, connections, and confidence they need to excel (sometimes in Microsoft Excel...). For public sector organizations, where new hires often enter complex roles with multiple layers of compliance and unique operational structures, onboarding is particularly important.
Invest in a thoughtful onboarding process. It yields a wealth of benefits. Studies show that employees who experience effective onboarding are significantly more likely to feel connected to their jobs and committed to their organization. In fact, research by Gallup revealed that employees who strongly agreed that their onboarding was “exceptional” were 3 times as likely to feel they had an ideal job.
For HR professionals in the public sector, this means a quality onboarding process can:
Increase retention.
Reduce turnover-related costs.
Boost employee productivity from day one.
Help foster a supportive, team-oriented environment.
Reinforce the organization’s mission and values in a meaningful way.
That's the dream! And it can actually be a reality.
Preboarding: Start Building Connection Early
Before the official start date, reach out to make new hires feel welcome and informed. Consider offering:
A welcome email with useful information about their role and the organization.
A "care package" with items like a branded notebook or mug.
A preboarding call with a supervisor or team member who can answer any last-minute questions.
Facility tours or virtual introductions to key team members if the new hire is remote.
These small steps can go a long way toward creating a warm, friendly first impression and reduce any first-day jitters.
Orientation: Laying the Groundwork
On their first day, help new hires settle in by:
Providing an introduction to the organization’s structure, policies, and procedures.
Completing necessary paperwork and administrative tasks.
Reviewing important policies like those on data security, code of conduct, and safety.
This is a great time to highlight the unique aspects of your organization’s mission and values! It connects their role with the organization’s broader goals.
Foundation Building: Cultivating Culture and Connection
The initial weeks are crucial for helping new employees understand your organization’s culture. Keep the conversation going with regular check-ins, team lunches, or virtual coffee breaks. Many public sector organizations find that assigning new hires to mentors or "onboarding buddies" (who doesn't need a buddy?) can help smooth their transition and give them a go-to person for questions.
Role-Specific Training: Tailoring Onboarding to the Job
Go beyond generic onboarding by providing training that’s tailored to the specific role. This can include:
Department-specific orientations led by team members.
Detailed job shadowing or hands-on practice sessions.
Regular reviews with their supervisor to track progress and address any questions or concerns.
In public sector roles, this kind of tailored onboarding can be particularly valuable, given the unique and varied demands of roles within government organizations.
Feedback and Adaptation: Keeping the Process Flexible
Onboarding is a two-way street. Regular feedback sessions with new hires can reveal what’s working well and where adjustments are needed. By gathering input from new employees, you can make real-time improvements that enhance their onboarding experience and ensure they’re getting the support they need.
The onboarding process is not usually an engaging and positive experience. But it can be. It's normally a data dump of paperwork and information for the new employee. It can be overwhelming. Here are some better ideas that other organizations have used successfully:
Onboarding Games or Trivia: Test new employees on your organization's history or values in a fun way.
"First-90-Days" Milestone Meetings: Schedule check-ins at 30, 60, and 90 days to review progress, reinforce key concepts, and discuss career growth.
Virtual Team Lunches or Coffee Chats: This can be especially beneficial if your team works remotely or in a hybrid setting.
Welcome Videos from Leadership: A short video from the organization’s leaders can help reinforce the company culture and make employees feel valued.
Peer Mentorship Programs: Assign new hires to experienced team members in a buddy system, providing both social and professional support.
Create a Checklist: A detailed onboarding checklist ensures nothing slips through the cracks, covering everything from setting up workspaces to introducing the team. (Or use ours...)
Make it Personal: Take the time to personalize the experience—like learning about dietary preferences for lunch or preparing a workspace with essentials. This can make new hires feel seen and appreciated.
Communicate Often: Regular, open communication from HR and supervisors helps ensure new employees feel supported and valued.
Keep it Ongoing: Don’t stop after the first week. Seriously! Consider regular follow-ups over the first few months to offer continued guidance and encourage questions.
How can you tell if your onboarding program is hitting the mark? Here are a few metrics to consider:
New Hire Satisfaction: Send out a survey to capture feedback on the onboarding process.
Time to Productivity: Measure how quickly new hires are able to perform their roles effectively.
Retention Rates: Track whether new hires stay with the organization longer and, if not, analyze possible reasons for turnover.
Engagement Scores: Use consistent surveys or regular one-on-one meetings to assess if new hires feel engaged and connected to the team.
By creating an onboarding program that goes beyond orientation and builds a strong foundation, you’re setting up new employees—and the organization—for lasting success. Thoughtful onboarding builds trust, strengthens team cohesion, and enhances your organization's reputation. It a wise investment in both people and productivity.
If you're looking to streamline your onboarding process while enhancing the employee experience, consider our newest product VIP Talent Management—an all-in-one solution designed to simplify the employee journey. It has modules for recruiting, applicant tracking, onboarding, and performance management. VIP Talent Management enables you to build a seamless and structured onboarding journey that integrates compliance, role-specific training, and ongoing feedback.