Think back to a time when you were a candidate for a position you really wanted and had just found out you got the job – how excited were you?! But what happened after you accepted? Did you only receive one generic email that had your start date and time? Did that excitement fizzle out as you went days, maybe even weeks, without hearing anything from your new team? Were you left feeling a bit lost as you walked into your first day on the job? Now step back into the present. Would you want your new employees coming onboard to feel this way? Likely not. Creating an exciting preboarding and onboarding experience for employees should help set the stage for their success and satisfaction within your organization. In fact, employees will decide within a few short days if coming to your company was the BEST or  WORST career move they made. Here are some strategies to make the process more exciting and engaging for your new team members and confirms for them that this is the best.gig.ever.: 

• Personalized welcome package: Create a positive first impression that shows you value a new employee’s presence with a personalized welcome package! This could include some company swag (who doesn’t love t-shirts?), a handwritten note, and any relevant onboarding materials, such as their benefits guide. 
• Communicate early, clearly, and regularly: Clear is kind. We cannot stress this enough. We strive to be communicative throughout the hiring process, yet employers sometimes fall short of this expectation once the deal is sealed. Start the onboarding process well before the new employee’s first day by providing information about: 
  • Company culture and values
  • What to expect on their first day (Think details: What entrance should they use? Who should they ask for when they arrive? Should they pack a lunch? What’s the dress code?)
  • Details about their role and their team

After that initial communication, keep the line open. Check in with them to see if they have any questions, let them know how excited the team is to have them, and maybe even send them what their training schedule will look like. Let them know what equipment they can expect to be given to them on their first day and find out if they need a left handed or right handed mouse. 

• Create a welcome video: Go around the company and ask key individuals to take 15 seconds to introduce themselves and welcome the new employee – capture this on a video and send it to the new team member! This personal touch can help new employees feel connected and excited about joining the team, particularly if some or all members are remote. 
• Engaging orientation sessions: Oh, brother. The dreaded orientation presentation; necessary, but sometimes, a snoozer. Make these orientation sessions interactive and engaging. Instead of overwhelming new hires with slides and lectures, incorporate activities, games, and group discussions. Also food. Get to their heart through their belly.  For remote collaboration, consider using technology platforms that will foster engagement. 
• Buddy system: We all love having a go-to person (for example, your go-to HR partner, Cooper People Group). Assign a buddy or mentor to new employees to guide them through the onboarding process. This person can help them navigate the organization, show them where to find paper clips, let them know what local restaurants to avoid, where everyone goes for impromptu Thirsty Thursdays, answer questions, introduce them to colleagues, and provide ongoing support with cultural integration. Carve out regular check-ins between the new employee and their buddy so the expectations are set from the get-go! Note: This buddy is not their trainer or manager.
• Immersive training: More often than not, people learn by doing. Lean into this by providing a hands-on and immersive training experience. Incorporate real-life scenarios, simulations, or role-playing exercises that are relevant to their job. If simulations aren’t possible, simply let the employee take the lead and have their trainer shadow them, coaching and helping them along the way. Make sure you have a well-planned 30-day training program outlined.
• Socialize and integrate: Organize social events or team-building activities during the onboarding process to help new employees build connections with their colleagues. Maybe it’s a virtual Jeopardy game filled with fun facts about colleagues. Maybe it’s a team lunch or happy hour. Or, maybe it’s a simple coffee chat. These events foster a sense of camaraderie and inclusion and can make the onboarding experience more enjoyable (and less intimidating) for new team members.
• Gamify the process; Speaking of Jeopardy, introduce gamification elements to the onboarding process when it comes to company information and policies. Create challenges, quizzes, or scavenger hunts and offer rewards or recognition for completing tasks. This gamification can add an element of fun and competition while reinforcing important information (win, win).
• Continuous learning opportunities: Emphasize the importance of ongoing learning and development. Offer access to training resources, workshops, webinars, or online courses that align with the employee’s role and career goals. Show your new hires that you are committed to their growth beyond the initial onboarding phase.
• Solicit and act on feedback: Regularly check in with new employees about their onboarding and integration experience. Reinforce that it is a safe space for them to express their thoughts and suggestions! Then, make improvements based on their feedback. This will demonstrate that their opinions truly matter. 

An exciting onboarding experience sets the tone for an employee’s journey with your organization. By investing time and effort into creating a welcoming, engaging, and informative onboarding process, you can help your new team members feel motivated, connected, and ready to contribute to the organization’s success. Not sure if your company’s onboarding process is engaging enough? Give us a call at Cooper People Group, we are ready to walk you through an onboarding refresh!