Onboarding Tips for Small Businesses

As a small business owner, you really have your work cut out for you. There are many decisions to make along the way, but few are as important as choosing the right people to represent your brand. Once you’ve hired your staff, you’ll need to begin the onboarding process. During this stage, your new staff members will learn the ropes, the ins and outs of your business, and any necessary skills and information that they may need to successfully do their jobs. From detailing the type of custom business workwear they’re permitted to wear to providing appropriate training, here are a few onboarding suggestions that may help.

Start on the Right Note

That first day of work can be a challenge for many people. There may be a sense of vague discomfort or simple anxiety, both of which can impact performance. Help your new hire ease into the process by beginning on the right note. Provide your employees with an introductory email at least a week before their first day outlining a few basics. Even though they may already know this information, outlining it again is helpful. Include things like expectations for arrival time and dress code. Share your company calendar featuring on-site and employee events so they know what to expect in the coming weeks.

It’s also a thoughtful gesture to create a little swag bag containing a few gifts for employees. Include items they can put to use immediately, like a pen, a mug, and a notepad branded with your company’s logo. The idea is to establish a positive rapport right away so that your new hire can walk in on that first day feeling just a little more at ease — and excited to jump in and help your small business reach the next level.

Implement an Onboarding Plan

Even as a small business owner, you can benefit from creating a detailed onboarding plan that guides you through the process for each of your new hires. Large organizations have very complex programs that include several different phases, and there’s no reason why you can’t implement a similar but scaled-back version for your own company. The key is to immerse your new hire in the full experience.

Breaking it down into easy to digest phases will make it simpler for both you and the employee. As a small business, you likely don’t need to dedicate months and months to the onboarding process in the same way that larger companies do, but it’s important to evaluate performance and commit to the employee experience within the first phase. During the second phase, focus on helping them develop their skills. Are there programs they should know or courses they should take? Now is the time to focus on the critical details that they need to find greater workplace success.

In a small business, there’s also a greater need for one-on-one collaboration since there may not be individual teams devoted to specific tasks. A new hire is bound to feel more comfortable and valued when they feel like they have a real say — and making this a part of your process is an effective way to create a stronger bond, too. For example, you might ask them about ideas that they have to promote the business online. Maybe they have extensive experience hosting promotional giveaways or building a strong base on social media. Take advantage of their strengths.

Assign a Work Buddy

Work buddies are essential to a successful onboarding experience. That person essentially helps bridge the gap between the new hire and the company, contributing to a seamless experience while showing them the ropes. This is the right time for the employee to meet everyone on the staff and develop relationships. Even in a small business environment, this type of integration into the work community can be priceless. It not only alleviates anxieties, but also helps establish a precedent that you can implement for all future hires.

The buddy should be someone who can provide a contextual example of what it’s like to work at the company for an extended period. They can provide invaluable tips, tricks, and suggestions to help the new hire transition more smoothly and efficiently. They can answer questions. They can even provide more general information that a new hire might not be sure about, like whether a certain outfit qualifies as business casual clothing or the best nearby place to grab a coffee in the morning.

Outline All of the Rules

It depends on what you do, but many small businesses must follow strict regulations and guidelines to remain compliant. That’s particularly true in areas like the manufacturing industry and the restaurant industry, especially with restaurant uniforms. Most rules govern the industry at large, and as such businesses are subject to routine inspections. It’s important that all new hires understand these guidelines so that your business isn’t put at risk.

Direct this information to them in a handbook that thoroughly explains all of the information they will need. This will help them understand how to remain compliant with state and federal laws. If necessary, institute occasional training sessions for your new hires to ensure that they understand the rules. By making this a core part of your onboarding process, you can feel secure knowing that your small business is in capable hands.

Follow Up With Them

In a small business environment especially, it’s important to maintain a strong connection with your employees. That means taking the time to listen to their feedback and implementing it as you see fit. The onboarding process is a great place to start. Request their thoughts about three months after hire to glean their insight. Allow them to share their constructive thoughts, and use that information to improve your onboarding program for future new employees. With the right plan in place, you’ll feel great about your hiring and training processes.