Three “Onboarding Connection Actions” That Can Foster Inclusion & Belonging
Starting new employees with inclusion and belonging “baked in” should be a significant component of your company’s onboarding strategy. If you don’t have an onboarding strategy, or the current one needs a refresh, keep reading. And, here’s something to consider as you read: it’s been widely reported that employee turnover rates can be as high as 20% within the first 45 days of hire.
Many factors contribute to a new employee’s decision to stay or go, but evidence suggests that the decision is made quickly, which doubly underscores the importance of an inclusive onboarding process that creates an immediate sense of belonging for all new employees.
Inclusion and belonging are feelings, yes, but more importantly, they are ACTIONS driven by process. These days, a strong and effective onboarding process is one that considers all the ways in which employees work — be it onsite, remotely or hybrid — AND keeps inclusion and belonging central to the new employee’s experience.
What’s Working Remotely Got to Do with It?
As someone who has spent an entire career working remotely, I know firsthand that it can be a viable, cost-effective option for companies across multiple industries. Turbocharged since the pandemic, remote work has evolved into a preferred condition across industries. It has proven to be a forcing function for improved communication, standards of productivity and more clearly defined work processes in companies that have taken a strategic approach to remote workflow.
Although companies have nailed certain work processes, building and maintaining inclusion and belonging may have taken a hit, especially in regards to the onboarding process. Even organizations with successful live onboarding strategies are challenged by establishing close connections with new employees remotely. Connection is a powerful human need that “can’t be replaced by technology. It is something that the virtual world can support but never duplicate.”
Helping new employees feel highly engaged while fostering inclusion and belonging remotely requires a slightly different set of “onboarding connection actions.”
The Top THREE Onboarding Connection Actions
Action #1: Roll Out the Belonging Welcome Wagon
Belonging is a tricky concept because as much as people want to belong, they also want to stand out by showing how they’re unique. Dr. Stephanie K Johnson, in her fantastic book, “Inclusify,” explores leader behaviors that support uniqueness while enhancing belonging. By rolling out the “Belonging Welcome Wagon,” you’re encouraging new employees to “fit together” rather than “fit in” to their new work communities, which encourages comfortable spaces to stand out and be unique.
I’ve started quite a few new jobs in my life. I will always remember the difference between the companies that made a point of welcoming me and those that didn’t. My work experience was significantly better, and tenure longer, with welcoming companies that delivered a memorable onboarding experience. The company’s creativity and desire to create an immediate connection with new employees will go a long way towards setting the stage for a great work experience to come.
Practice the “Triple S”: Send Some Swag
Who doesn’t like getting a present in the mail? Let new employees know how excited you are about them joining your company. You may need to send prerequisite paperwork for signing anyway, so why not throw in some swag? Besides, everyone needs another lounging tee shirt or coffee mug.
Make Introductions
All new employees, role and authority notwithstanding, want to know about the company and the people they’re joining. Go beyond sharing company history, foundation statements and org charts by providing an opportunity for the new employee to meet people across the organization. Get creative about how to make introductions outside of the new employee’s immediate work teams. Introductions during meetings, an email introduction to the entire company inviting everyone to reach out to say hello, and a virtual introductory “walk-thru” are just a few ways to extend a warm welcome.
Buddy Up
A “Virtual Buddy” can make all the difference for new employees by providing an immediate resource to answer questions, helping to navigate the “secret culture codes” (you know they exist), and building relationships. Buddies can offer the support and guidance new employees need to ramp up quickly and feel a sense of belonging at their new job and company. It’s also worth noting that Gallup research has repeatedly shown a concrete link between having a best friend at work and the amount of effort employees expend in their job.
Action #2: Practice Uncompromising Inclusion
Although they are often grouped together, inclusion is not the same as belonging. While belonging concerns creating the welcoming space for people to “fit together” in appreciation of their individual uniqueness, inclusion concerns treating people with respect and showing that they’re valued while providing them access to opportunities and challenges. Uncompromising inclusion should be practiced with all employees, regardless of identity markers such as race, ethnicity, gender, age, sexual orientation, ability status, or other inherent differences.
Invitation to Join
Put new employees on the “Path to Inclusion” by encouraging them to join in-tact employee groups or work committees, contribute to special projects and participate during team meetings. “Joining” encourages new employees to learn about their colleagues, and provides the opportunity to share in meaningful work experiences that foster inclusion.
Make It Relational
Set expectations for the leaders who manage new employees to build solid relationships at the onset by “checking in” daily for the first two weeks, then holding routine coaching sessions thereafter. Regular, ongoing communication with new employees not only builds relationships, but also allows leaders to learn how new employees are faring in their roles, and is a connection action that fosters inclusion and belonging.
Give Ready Recognition
Coaching sessions are the perfect setting for teaching and listening. Leaders should devote time to asking questions related to comprehension of job responsibilities, workload, and the quality of new employees’ relationships with team members and other stakeholders.
More importantly, coaching sessions provide the opportunity to offer job performance feedback and recognition for what’s being done right. Keep recognition “ready” and make it specific. It’ll go a long way towards showing new employees that they are valued and respected.
Action #3: Communicate “Line of Sight”
“No Surprises” is my personal leadership philosophy, and it happens to fit perfectly when onboarding new employees. They should know what to expect, from how long the onboarding period will last (think 90 days), to what incremental milestones they’re expected to hit (think every two to four weeks), to the goals they’re expected to meet, to how they’ll be evaluated. In short, nothing should be ambiguous or left to chance.
Over-communicate all expectations from the start. A standard and best onboarding practice is to hold an “Orientation Day” (in-person is always best, but a clever “on-boarder” can make it happen virtually), where multiple introductions are made, a meal is shared and new employees are taken on a “guided tour” of who the company is and what it stands for, and what the job is and what it takes to be successful at it. In addition, new employees should receive information regarding the training period and what is required, operational protocols, organizational standards and norms (especially regarding remote work arrangements), communication standards, departmental and individual relationship norms, and any other information that’ll help them acclimate and upskill to performance quickly.
Build Inclusion & Belonging by Taking Onboarding Connection Action
Making connections with new employees isn’t difficult, but it does require action by way of strategy, planning and a commitment to building and maintaining a work environment where employees feel included and a genuine sense of belonging. And here’s the fun part: once you’ve set the strategy, it’s done, and all you’ll have to do going forward is follow it.
If you like the “good stuff” in this article, fantastic! Here at Progressive Discoveries, we’re a small band of learning-obsessed nerds who know that learning never ends.
Diversity, Equity, Inclusion and Belonging (DEI-B) are paving the way to the future of business. Where are you on the road?
Let’s talk about it. We’ll keep this conversation going and will share what we’re learning, each and every day, from listening and taking action. What are you learning and doing? Please like and share!
