For New Employees...It's Sink or Swim
Larry Wenger

On-boarding is a term developed and implemented in corporate America now for the last 10 years or so, and it's now just starting to gain some traction in the non-profit community.  What is on-boarding?
On-boarding is a series of activities designed to help new employees feel socially comfortable; to feel like they belong.   It is not what we typically call "orientation". 

When I was a young boy, I had to change schools frequently due to family moves.  I recall my sense of awkwardness those first few days, weeks and months.   When you are new in a situation, it takes a while before you stop worrying about whether or not you are accepted as a peer; whether or not you are being judged; will anyone eat lunch with you; how long will it be before I'm sure I have a friend?  At school this is a very uncomfortable time and it probably detracts from a student's ability to be academically successful. 

At work it's the same way.  The only difference is that when you are in a workplace situation the situation is more critical.  At work you are expected to produce and yet how can you do that when your life is filled with newbie anxiety.  On-boarding is about reducing that anxiety so that you can be more comfortable faster and so that you can be a productive member of the team more quickly.  Stories of where employees are treated insensitively by co-workers are all too common.  This just makes the new employee's adjustment even more difficult and increases the liklihood that they will not last for those critical first six months. 

So what are some examples of on-boarding?  What specifically can be done to help new employees feel like they are supported and assisted in their adjustment to their new work situation.   As you will see they are not difficult or expensive things but they become a program of activity that we intentionally implement to help new employees.

1.  Even before a new employee starts have a colleague-to-be send them a welcome note.
2.  If the employee is to be assigned a desk make sure it is clean, free of material from a former occupant and has an initial stock of supplies.  Make sure they have an email account established and know network log-on procedures.
3.  Welcome them on the first day and introduce them to other employees.
4.  Debrief them at the end of the day for at least the first two weeks.  Give  them the opportunity to discuss their observations and concerns.
5.  At the end of the first week, give them something to take home and share with family and friends.  Might just be a formal invitation for them to visit the office at a time in the near future.
6.  Assign someone to have lunch with the new employee those first few days.
7.  Arrange a photo-op with the CEO.
8.  Conclude the first week with a lunch or morning snack for the new employee and the assigned work group.  

Perhaps this list will help you think of other helpful ideas.  It's amazing how much of a difference it will make.  They'll go home every evening that first week feeling amazed and grateful that they came to work for you...that's what you want.  They'll share their joy with others.  You can't get better PR. 

The option of course is to do nothing and let time be the only event which helps people to eventually be comfortable at your workplace.  That's the "sink" part of the equation and that is exactly what will happen to too many new employees if that is your approach.  Develop your own on-boarding program; you'll be glad you did.