3.5 Establish system of regular check-ins with new hires in first year of employment
Content
Description of Best Practices
Follow up with new hires regularly to ensure they are feeling comfortable and well-embedded in the organization, create opportunities for them to get and provide feedback
Use structured or semi-structured interviews and questionnaires, or focus group sessions, to understand whether they are facing any obstacles or hindering factors, asking specific questions on the work environment, job satisfaction, potential to deal with assigned duties, team collaboration, cooperation with managers, and positive or negative aspects of cooperation including any kind of discrimination or harassment experienced
Ensure feedback is taken seriously and reflected back into the organization in a manner that helps to improve and does not create a negative backlash
Challenges of Implementation
Limited HR resources and competing priorities
Acceptance to establish such feedback loops in addition to other established complaint mechanisms or functions may be limited
Victimization of, or backlash against, new hires who address negative issues may impede open feedback
What Success Looks Like
Satisfaction and retention rate of women one year after hiring is high
Inequality, exclusion, and other negative issues identified in onboarding process are addressed and resolved successfully
New hires show strong performance rates
New hires feel engaged, motivated, and identify with the organization
Resources and Tools
Article: New Employee Onboarding Guide (Society for Human Resource Management)
Article: Understanding and Designing an Inclusive Onboarding Experience (Medium)
Blog: 17 Powerful Employee Onboarding Questions You Can Use (Culture Amp)