Ford Motor Company’s Post

A well-designed onboarding program is your chance to make a lasting positive impact on your new hires, fostering engagement, improved performance, and higher retention rates. Here's how to build a strong foundation: 👋 Pre-boarding: Start the journey before day one with welcome emails, access to resources, and clear communication for a smooth transition. 🌟 Meaningful First Day: Go beyond introductions. Focus on company culture, role expectations, and a warm team welcome. 📈 Ongoing Support & Development: Invest in your new hires through targeted training, mentorship, and opportunities for growth, empowering them to excel. 🤝 Foster Connections: Integrate new hires into the team with social events, team lunches, and mentorship programs, creating a sense of belonging. What onboarding practices have helped your employees feel most welcome and successful at a new job? Share your thoughts in the comments! 💬 #recruiting #hiring #automotive #automotivecareers #mobility #boston #talentacquisition #careeradvancement

If you have new employees joining your team in the new year, it isn’t just the first day or even the first week that is fundamental in ensuring your new hire is settled into their new role and feels welcome. As an employer, you want to make certain that you have processes in place for the first three months and beyond. My top tips for great onboarding include: • Ensure you have a process in place – a clear process will mean your new hire is aligned and clear on what their role entails, no matter the seniority or experience level. • Keep in regular communication with your new hire – communication is so important in the workplace right now. Ensuring you have the opportunity for two-way feedback can be extremely beneficial for both parties and a great way to ensure future success. • Provide training - no matter how experienced your new hire is, they will need sufficient training. This will encompass many factors, typically around systems, processes, and the job itself. Failure to provide adequate training can lead to broken processes, confusion, and loss of engagement. • Set clear objectives – Once your new hire has had the right training, from here you can agree on actionable and measurable objectives that will allow them to feel motivated and engaged. It can also help new hires to understand how important their role is in the business. • Introduce them to the team – this might be an obvious one but if you want your new hire to stay with you for the long run, you need to ensure they understand, are bought into, and align with what your business stands for and the people that encompass it. Integrating new hires into the workplace from the get-go will ensure they feel welcome and part of the team. Onboarding new employees is always worth the time and investment to make sure that they are with your business for the long run. Ensure you are putting in the effort to make them feel welcome and valued. #newhiresuccess #onboardingsuccess #newyearhires 

First impressions matter, especially when it comes to new hires. A well-designed onboarding process can make all the difference in getting your new team members acclimated, feeling valued, and ramping up to productivity quickly. Think of onboarding as the foundation for a successful employee experience. A strong onboarding programme can lead to: ✅Faster Time-to-Productivity: New hires get the tools, training, and context they need to hit the ground running. ✅Improved Engagement: Feeling welcome, supported, and informed fosters a sense of belonging and commitment. ✅Reduced Turnover: By setting clear expectations and providing a smooth transition, you can retain top talent. - Onboarding is a multi-stage process, typically broken down into three key phases: Pre-boarding (Before Day One): Welcome your new hire with a personalised email, paperwork completion assistance, and setting them up with technology access. This initial touchpoint sets the tone for a positive experience. First Week/Month: Focus on getting them acclimated. This might include introductions to colleagues, a company culture overview, workspace tours, and essential role-specific training. First Quarter: Now it's about empowering them to excel. This stage could involve in-depth software or process training, job shadowing opportunities, and mentorship programs to ensure they're thriving in their new role. - It's not just about ticking boxes. Here are some ways to make onboarding truly impactful: Involve the Team: Leverage the power of team members. Assign a buddy to answer questions, and schedule informal gatherings to foster connections. Regular Communication: Keep new hires informed and engaged through regular check-ins, team meetings, and addressing any questions or concerns promptly. Feedback Loop: Provide constructive feedback to help them learn and grow, while also seeking their input on the onboarding experience itself. - Investing in a strong onboarding process reaps rewards in the long run. It fosters a positive and productive work environment, sets your new hires up for success, and strengthens your employer brand. #revenueenablement #salestraining #ramp #sales #onboarding 📌 P.S. What onboarding practices have worked best for you or your company?

If you have new employees joining your team in the new year, it isn’t just the first day or even the first week that is fundamental in ensuring your new hires are settled into their new roles and feel welcome. As an employer, you want to make certain that you have processes in place for the first three months and beyond. 𝗢𝘂𝗿 𝘁𝗼𝗽 𝘁𝗶𝗽𝘀 𝗳𝗼𝗿 𝗴𝗿𝗲𝗮𝘁 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗶𝗻𝗰𝗹𝘂𝗱𝗲: - Ensure you have a process in place – a clear process will mean your new hire is aligned and clear on what their role entails, no matter the seniority or experience level. - Keep in regular communication with your new hire – communication is so important in the workplace right now. Ensuring you have the opportunity for two-way feedback can be extremely beneficial for both parties and a great way to ensure future success. - Provide training - no matter how experienced your new hire is, they will need sufficient training. This will encompass many factors, typically around systems, processes, and the job itself. Failure to provide adequate training can lead to broken processes, confusion, and loss of engagement. - Set clear objectives – Once your new hire has had the right training, from here you can agree on actionable and measurable objectives that will allow them to feel motivated and engaged. It can also help new hires to understand how important their role is in the business. - Introduce them to the team – this might be an obvious one but if you want your new hire to stay with you for the long run, you need to ensure they understand, are bought into, and align with what your business stands for and the people that encompass it. Integrating new hires into the workplace from the get-go will ensure they feel welcome and part of the team. Onboarding new employees is always worth the time and investment to make sure that they are with your business for the long run. Ensure you are putting in the effort to make them feel welcome and valued. https://lnkd.in/ehQ2y8J4 #newhiresuccess #onboardingsuccess #newyearhires

If you have new employees joining your team in the new year, it isn’t just the first day or even the first week that is fundamental in ensuring your new hires are settled into their new roles and feel welcome. As an employer, you want to make certain that you have processes in place for the first three months and beyond. 𝗢𝘂𝗿 𝘁𝗼𝗽 𝘁𝗶𝗽𝘀 𝗳𝗼𝗿 𝗴𝗿𝗲𝗮𝘁 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗶𝗻𝗰𝗹𝘂𝗱𝗲: - Ensure you have a process in place – a clear process will mean your new hire is aligned and clear on what their role entails, no matter the seniority or experience level. - Keep in regular communication with your new hire – communication is so important in the workplace right now. Ensuring you have the opportunity for two-way feedback can be extremely beneficial for both parties and a great way to ensure future success. - Provide training - no matter how experienced your new hire is, they will need sufficient training. This will encompass many factors, typically around systems, processes, and the job itself. Failure to provide adequate training can lead to broken processes, confusion, and loss of engagement. - Set clear objectives – Once your new hire has had the right training, from here you can agree on actionable and measurable objectives that will allow them to feel motivated and engaged. It can also help new hires to understand how important their role is in the business. - Introduce them to the team – this might be an obvious one but if you want your new hire to stay with you for the long run, you need to ensure they understand, are bought into, and align with what your business stands for and the people that encompass it. Integrating new hires into the workplace from the get-go will ensure they feel welcome and part of the team. Onboarding new employees is always worth the time and investment to make sure that they are with your business for the long run. Ensure you are putting in the effort to make them feel welcome and valued. https://lnkd.in/eMDGs-5j #newhiresuccess #onboardingsuccess #newyearhires

"I've never felt so welcomed by a company!"   "The transition from uncertainty to comfort felt extremely smooth."   This was some feedback I collected from new employees after helping a client co-create an onboarding experience. Prior to my engagement, "onboarding" consisted of a ten-point checklist that started (and ended) on the person's first day of work. Most of this onboarding was built around transactional items, and the whole conversation took maybe 30 minutes.   People built minimal connection with the company and they quickly questioned if they had made the right choice to join the company. The company wasn't usually ready for people to come on and didn't do anything to actively include people in the team and the workflow. The team's lack of readiness for the new person came out in the way the person felt about the company.   By engaging with both leaders and employees, I helped the company co-create a new onboarding experience. Through intentional design, the feedback above became the norm as both people and systems were prepared to include new team members.   What's your best experience joining a new company?   #WhyEX

I have been (and still am) during my onboarding period. Personally, I think this is a critical phase that sets the tone with the company.   The journey of a new employee begins long before their first day at the office. Effective onboarding goes beyond paperwork and orientation sessions; it's about creating a welcoming environment, facilitating connection, and ensuring a smooth transition into the organization. Here's what worked for me and what I valued while starting a new role: 🔹 Cultural Integration: Engaging sessions that introduce company values and social norms help new hires feel like they belong. 🔹 Role Clarity and Clear Communication: Providing a clear agenda for the first week, introducing key team members, and offering necessary resources helps new hires hit the ground running. 🔹 Buddy System: Assigning a buddy or mentor offers support, guidance, and insight into company culture and processes. This is my personal favourite, and I think it is very much needed 💙 🔹 Feedback and Check-ins: Regular check-ins gather feedback, address concerns, and ensure a smooth transition. 🔹 Celebrate Milestones: Recognizing and celebrating key milestones during onboarding reinforces a sense of accomplishment and belonging. Remember, it's important not to pressure new hires to demonstrate or fully perform their role in the first month or two. Give them time to adjust and grow (and slide) into their role. 👩🏻💻Hi, I'm Ximena, a Talent Acquisition Professional advocating for DEI and candidate experience. 💪🏻 I specialize in elevating recruiting processes and transforming career journeys ☕ I'm always open to meeting or chatting with other Talent Professionals! Drop me a DM, and we'll schedule a coffee chat #JobSeekers #Recruiting #DiversityAndInclusion #InclusiveHiring #HumanResources 

The first 90 days are crucial for a new hire’s success and can determine their tenure. Think of it like the first few dates in a relationship—if those don’t go well, the relationship likely won't last. Taking onboarding seriously can make a significant difference. Here are some tips: 1. Effective Learning: Provide accessible tools and resources specific to their role. Introduce them to helpful team members and assign a mentor for guidance. 2. Early Wins: Involve them in impactful projects early on to build confidence and team integration. Celebrate these wins! 3. Clear Alignment: Ensure they understand their role, responsibilities, and performance metrics. Regularly check in and give feedback. 4. Team Integration: Introduce them to the team, organize lunches, and foster a welcoming environment. 5. Commitment and Patience: Commit to a thorough onboarding process and be patient as new hires acclimate. Investing in an effective onboarding process pays off in talent retention. What’s the best onboarding experience you’ve had? I'd love to learn from you! #onboarding #employeeengagement #newhires #employeeexperience #retentionstrategies

Navigating the Workplace: A Gen Z Perspective on Rethinking Onboarding Check out our Linkedin to read the other parts of this insight! Georgia actively looked for a full-time job after graduating from university. She was offered a position with a startup company. On her first day at work, she found out she didn't have an assigned workspace and no documentation with her weekly schedule. She was barely introduced to her colleagues and their roles. Georgia's primary instruction was to show up every day and complete the tasks assigned to her. Although she was aware of the resource limitations that are common in a new company, she noticed a significant need for clear organizational direction. The company needed defined objectives, strategies, or expectations for its staff. Georgia needed a standard or model to help her with her work. After three months of working for the company, the absence of support and structure prompted her to leave. This experience made her realize the vital role that a robust onboarding process plays in a company's success. #GenZ #onboarding #InductionApp #TheInductionApp

Starting a new job can be a daunting period for employees and employers alike - What's the culture? Will I fit in? Do people take their lunch breaks here? The Onboarding process requires a lot of time, effort, and intention. In this month's blog, "Welcome Aboard: How Organizations Create Belonging for New Hires" Alexandra Theroux and Priya Andrade discuss what Onboarding can look like when the focus is on fostering reciprocity when someone joins your team. Read the IONS Ideas blog here! https://lnkd.in/enfAxmg9