Inclusive onboarding practices

September 27, 2024

An employee’s first months at a new organization often determine what their future with the team will be. It also determines how much a company will have to invest in replacing current talent. Consider this: one-third of employees quit their jobs within six months. And to replace them? It can cost between 33-55% of their salary to replace them (Apollo Technical).

Why not get off to a good start? Make the first days and weeks of a new team member’s time with your organization count. The best place to start is your onboarding practices. You are likely overlooking some opportunities for a more inclusive approach. Here are five suggestions that may make a big difference in making new hires excited about being a part of your team for a long time to come.

What “inclusive onboarding” means

What does the “inclusion” in “diversity, equity, and inclusion” mean in your organization? Is it an ongoing effort that involves keeping a pulse on the satisfaction and productivity of your entire team? Often overlooked in DEI initiatives, inclusive onboarding is an important part of ensuring the ongoing effectiveness of your goals.

Inclusive Employers defines workplace inclusion as:

“The culture in which the mix of people can come to work, feel comfortable and confident to be themselves and work in a way that suits them and delivers your business or service needs. Inclusion will ensure that everyone feels valued and, importantly, adds value.”

5 inclusive onboarding best practices

Welcome packets

What are some of the ways you are welcoming new employees and orienting them to the company culture, routines, and standards? A welcome packet is a nice touch that can describe each and add a personal touch.

Things to consider including in your welcome packet to help an employee feel included

-A personalized welcome letter

-Information on the physical workplace (maybe a map) or logistics about how your team communicates in a remote environment.

-Fun facts about the company or team

-A rundown of the team and their roles

Ask new hires what their career goals are. Create opportunities for them to advance in your organization.

Include employees in your ongoing plans for growing or improving your organization by keeping their long-term goals in mind and considering where they fit in. Don’t stop having discussions with them about their ambitions at their initial interview. Have regular discussions with them and remember to mention their individual goals in casual conversations.

Supporting team members to advance in your organization goes a long way to help them feel valued and included in the overall team.

Buddy programs

One trend in the expansion of DEI programs is creating “buddy programs” for new hires. The Academy of Innovative HR says the following of the practice:

 

The onboarding buddy system will often be used to introduce new hires to their team, help them navigate company policies and procedures, share knowledge and tips, act as a sounding board, and even provide friendship.

Including current employees in the welcoming of team members shows your entire team how important inclusion is to your leadership.

Keep your eyes on the Enspark blog, we have an entire blog post on buddy programs coming up.

Pay attention to the different ways that employees do things and make adjustments that allow them to be effective

There is no “one size fits all” with employee productivity. Individuals will thrive in different ways based on communication, expectations, technology, environment, and more. Be curious about what makes each team member most effective and then be open-minded about ways to allow for adjustments.

Do you think it might be hard to identify such patterns? Have regular conversations with new hires about what they are finding works for them. This alone will go a long way to show them how they are valued as individuals in their new organization and role.

Ask for feedback

A simple check-in with new and long-term employees can prevent burnout and feelings of being taken for granted or undervalued. Such conversations can take place in formal settings, but asking for feedback casually may help team members sense an ongoing concern for them.

Some ways to ask new employees for feedback:

“How has your first month been?”

“How are you adjusting?”

“What have you enjoyed the most about your time here so far?”

“How is the workload?”

Some ways to ask existing/longer-term employees for feedback:
“What are your current career goals?”

-“Are there any tasks or skills you would like to learn?”

-“What do you love most about your job?”

-“How are things going?”

Although “How’s it going?” may seem simple and even trite, when asked with sincerity it can make a team member feel valued.