5 Lessons Learned On Creating New Hire Onboarding
This wasn’t the first time that we structured the process, however it was the first time that the same Onboarding procedures were applied in different teams.
Why is that?
Well, the main reason is that we all use Trello and we love it, everyone is familiar with it, people feel comfortable using it. The new board was simplified and it actually didn’t require anyone to change. People don’t love new procedures and don’t love to change. That is the reason why I decided to write down lessons learned on this experience.
Do you really need it? All statistics which I mentioned in my post Guide For New Employee Onboarding show that you need it. However, I heard many comments like “It is a common sense, we don’t need any new procedure”.
For every new process / procedure, use the solution which is already well accepted in your team. Don’t call it “procedure”, just ask people “let’s try something like this”.
There was no need to create some new platform, or document, Trello board was our needed solution.
Always ask yourself – can I make this to be more simple? There is no need to overcomplicate any process. Once when I finished with the process, I looked at the board and asked myself “Which cards can I merge?”
Involve people – you can’t make anything alone, talk with others, take care about their needs and concerns and constantly ask for feedback.
Iterate, iterate, iterate – New Hire Onboarding is a live process which needs to be updated and improved after each iteration. That is why you need to ask for the feedback on the process from the new team member and from the mentor as well.
Statistics are great, but… – You can provide the best cure for the headache, but if I am completely fine, and I am not having a headache, why do I care?
When presenting any new idea, ask yourself “What is the headache of your colleague that you are addressing?”