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Onboarding the 4 C'

 Onboarding the 4C's 


Compliance: Companies interested in avoiding discrimination and harassment lawsuits, i.e., every company, should start their onboarding with a thorough run-down of their policies and rules. To be most effective, you should implement a clear process by which employees can report discrimination and other issues. Earn your new employee’s trust by making it clear your company takes these issues seriously.


 Clarification: This is the stage during which your new hires learn about their role, their duties and their responsibilities. Take this time to set your employee up for success. Establish a support network and ensure she has the tools she needs to complete her work. 



Culture: More than a buzzword, culture has a tangible effect on a company’s success. A strong and positive culture gives you a recruiting edge. And clear values keep individual behavior in line with your company’s ethics. Make culture a strong aspect of your onboarding process by inserting it throughout your new hire’s experience. Include your company’s history and mission in your onboarding process. Connection: Often overlooked during the onboarding process, 


connection is a key driver of employee retention. When workers form friendships with their coworkers, they’re more likely to enjoy being in the office. Positive relationships between your employees also mean less drama and conflict. You can foster connection during your onboarding process by finding creative ways for your new hires to spend time with coworkers. 


We like to add a bonus C: check-in. New hires are most likely to quit their positions within the first year. By checking in with these new employees throughout that first year, companies can address brewing problems.

 

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