In Quebec, there's no shortage of stories about promising new hires who leave after just three weeks. Why? Often it isn't the job that's the problem; it's the onboarding.
Onboarding isn't just signing group insurance forms. It's the critical moment when your new employee decides whether they made the right choice in joining your team. Here's how to build an onboarding journey that makes people want to stay for good.
1. Pre-boarding: the welcome starts before day one
First-day nerves are real. Why wait until the employee is sitting at their desk to break the ice?
- The gesture that counts: Send a personalized welcome email a few days before their start date.
- The logistics: Specify the arrival time and dress code (is it business casual or steel-toe boots?), and confirm that their workspace and IT access are already set up. Nothing is more discouraging than arriving and feeling like no one was expecting you.
2. The 30-60-90 strategy: a GPS for your new hire
Mastering a new job is like learning a new language. Provide clear reference points:
- 30 days (Understand): The employee observes, learns the culture, meets colleagues and gets comfortable with the tools.
- 60 days (Contribute): They start handling small files or specific tasks independently.
- 90 days (Propose): They're fully operational and begin suggesting improvements based on their fresh perspective.
The benefit: This structure reduces impostor syndrome and lets you celebrate early wins.
3. The buddy system
Assign a colleague — ideally not their boss — as a go-to person for the first few weeks.
- This is the person they can ask the “real” questions: Where's the best coffee machine? What are meetings really like? How do you book the conference room?
- This pairing supports social integration, which is often more important than technical integration for long-term retention.
4. Continuous feedback: don't wait until probation ends
Check in regularly. A quick 15-minute coffee after the first week, the first month and the third month allows you to:
- Spot irritants before they become reasons to leave.
- Adjust training if some aspects of the role are more complex than expected.
- Gather the new employee's observations: their fresh eyes are a gold mine for improving your own processes!
Success that lasts beyond the signature
A hire is only complete when the employee is fully integrated and engaged. At Industrielle RH, our mission doesn't end when the candidate accepts your offer. We help you structure your onboarding programs to maximize your chances of lasting success.
Ready to turn your new arrivals into pillars of your company? Let's talk about your onboarding processes.