Team member onboarding consists of two distinct parts: technical onboarding and emotional onboarding. Mastering both is crucial for increasing the length of our employees’ stay at the company. Technical onboarding involves smoothly and systematically integrating new talent, with each step being either automated or well-executed by responsible individuals.
Emotional onboarding, on the other hand, focuses on engaging and integrating employees on an unconscious level, helping them form positive beliefs and connections with the company. Effective emotional onboarding ensures that employees feel they are in the right place, have confidence in their employer, and are excited about future opportunities.
The Problem
Employee turnover can be a significant challenge for many companies, leading to high costs and disruption. Without a well-structured onboarding process, new hires often feel lost, undervalued, and disengaged, resulting in high churn rates. To address this, a company must master both technical and emotional onboarding to create a positive first impression and foster long-term loyalty.
The Solution
At 8 Figure Agency, we developed a comprehensive onboarding strategy that includes both technical and emotional elements to ensure new hires feel welcomed, prepared, and excited about their roles. Here’s how we did it.
Onboarding Begins During Sourcing
First impressions matter, and they start when candidates apply for a job. We ensure all applicants receive a response within 24 hours, showcasing our efficient processes and setting a positive tone. This promptness reflects our organizational efficiency, which primes potential hires to view our company favorably.
Pre-Onboarding Technical Setup
Before their first day, new hires receive an onboarding package that includes:
- Welcome Message:This is a personalized introduction and details on what to expect on day one. A welcome message, which can differ from company to company, is a simple way to bring in a personal touch and elicit confidence in the new hire.
- Technical Setup: Having a simple checklist sent to them before day one continues to show the talent they are joining a strong company. A checklist can ensure they have all the necessary tools and access.
- Schedule: Providing a schedule for day one, week 1 (and sometimes beyond) is an easy way to reduce stress & anxiety for our new hire. A detailed itinerary for their first day and week will help to effectively onboard a new hire and they may stay a lot longer.
- Swag: Company-branded items to build emotional connection and pride.
- 1-on-1 Prep: The first 1 on 1 meeting between an employee and their manager is a pivotal meeting. A form can be used to gather personal and professional goals, aiding in a deeper manager-employee relationship.
Day One Warm Welcome
On the first day, new hires are greeted with a warm welcome meeting. This includes icebreakers, an introduction to the team, and a personalized video message from the CEO. These steps help new employees feel valued and part of the team from day one.
New Hire Orientation
During orientation, we cover several key areas:
- Mission, Vision, Purpose (MVP): A heartfelt video from the founder explaining the company’s core values and future direction.
- Why We Do What We Do: Stories that illustrate the impact of our work and reinforce the company’s mission.
- Company Overview: History and achievements of the company to give new hires context.
- Expectations: Clear, written expectations for the first 30, 60, and 90 days to guide their onboarding journey.
Ongoing 1-on-1 Meetings
Regular one-on-one meetings between managers and new hires are scheduled to discuss priorities, share feedback, and work on career development. These meetings help build a strong professional relationship and provide continuous support.
Training
Training is a critical component of onboarding. At 8 Figure Agency, we avoid shadowing and instead provide a comprehensive training library:
- Recorded Sessions: Sales calls, client meetings, and fulfillment processes recorded by top performers.
- FAQs: A document with common questions and answers to help new hires learn efficiently.
- Working Sessions: Regular meetings where managers assist new hires with their tasks, ensuring hands-on learning and support.
Wrapping Up Onboarding
The onboarding process concludes with a 30, 60, or 90-day review meeting to assess the new hire’s progress. This meeting includes:
- Progress Update: Self-assessment by the employee and feedback from the manager.
- Action Items: Specific tasks for the employee to focus on.
- Personal Development Goals: Checking in on personal and professional goals set during onboarding.
- Feedback: Gathering feedback on the onboarding process to continuously improve.
The Results
By implementing this structured and comprehensive onboarding process, 8 Figure Agency has seen a significant increase in employee retention:
- New hires feel more connected and valued from the start.
- Clear expectations and ongoing support reduce stress and increase job satisfaction.
- A thorough training program ensures new hires are well-prepared and confident in their roles.
The Conclusion
Mastering both technical and emotional onboarding can dramatically increase employee retention and engagement. At 8 Figure Agency, our onboarding process has not only reduced turnover but also created a more motivated and productive workforce. If you need help building an effective onboarding process for your company, reach out for a consultation to create an operation that fosters great employees and drives big profits.
