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The New Chapter: Smoothing the Rocky Road of Onboarding

Imagine you accept a job halfway across the country, move there with no family or friends nearby, and you’re extremely overwhelmed by your living situation. It can be really tough.

To be honest, when I first interviewed for my current position, I was excited to move away from my home state of Indiana. I was thrilled about a new adventure on my horizons. When the recruiter gave me the option of moving to Texas or Arizona, I couldn’t have been more delighted than to say, “Send me to the sunny state of Arizona.” But what I didn’t realize is how incredibly lonely and scary it is when you have no one to lean back on in your new surroundings. Indiana is the place I have called home for the past 22 years of my life, so when I finally moved to Arizona in June, I entered a state of panic. Thankfully, some of my peers from my university had moved out here as well, but I still greatly missed my family and friends back home.

In Indiana, I had leaned on my family for security, discernment, and comfort, but when my parents dropped me off at my new apartment, I was left to fend for myself. I immediately felt scared and lonely; I desired to feel the comfort of home. Even more, I was terrified of starting my new job. I had no idea what to expect or what was expected of me. I felt incompetent from academia and, overall, I felt hopeless.

Create a New Environment
The electronics industry is losing its workforce left and right to retirement, and companies are seeking out a new workforce to fill that space. They are contending with issues that include a generation gap, retention, filling the talent pool, and onboarding strategies that keep new hires fulfilled and interested in staying for more than a short-term stint. It’s daunting, at best.

One thing that companies can do for new hires—especially ones like me who are new college graduates moving away for the first time—is to create an environment that feels like home.

During my first day of work, I was immediately greeted by my new co-workers. They quickly welcomed me onto the team and helped me see how some niche skills I had learned in college would aid me in my projects. I felt welcomed, needed, and even a little closer to home. That feeling of hopelessness soon turned into excitement. My employer’s onboarding methods created a positive experience for me.

But it’s not always this way, and I have the experience to prove it.

The Good, the Bad, and the Ugly of Onboarding Experiences
I had a negative situation at a previous internship. On the first day, I received a laptop and instructions to review the online onboarding materials. As I worked through the materials at my new desk, I could hear the conversations of my co-workers around me; they were all talking—to each other, and not to me. As I reflected on this at the end of the first day, I was distressed. I was in a new living situation with no family nearby, and I didn’t know anyone, so I was already feeling uncomfortable. On the job, I was introduced to no one on my team, and even felt purposely excluded from the conversations at work. I truly felt like a “new hire” and even more isolated.

Throughout the internship, it was hard to build those foundational work relationships because of what happened that first day. I had been unable to connect with my coworkers, so it was difficult to want to speak up in meetings, and even more so when my opinion needed to be heard. On new projects, I felt like I was wasting the time of others. I felt useless and so stupid! When I asked a question, the responses were short and quick, which additionally made my input on projects feel useless.

While I wish I hadn’t had that experience, I know it taught me a lot, including that others may be having similar negative experiences that can be stumbling blocks to their success on a new team. So, how can you help your new employee have a positive onboarding experience?

1. Introductions. Make this happen on the first day in the first hour, to their team and others around the office.
2. Weekly one-on-one meetings. Check in on your new hire to see how they are feeling about their job. What questions do they have? By allowing them time to ask questions, you open the conversation for more input and improvement. Letting them ask questions even allows for learning. As a new hire, I absolutely do not know everything—especially things like acronyms that everyone around me is using—but with the opportunity to meet with my manager and ask questions during our one-on-one, I’m able to gain the tools and expertise necessary to bring value to my company.
3. Acclimation. Help new employees become familiar with the company and surrounding community. This can be through suggestions of places to eat, things to do, or even sports leagues they can join. Throwing a team lunch or happy hour for your new employee helps them feel more comfortable with their team. Happy hours can also help a new employee to learn about new restaurants in the area.
4. Employee community volunteer days. These help an employee reach out to their (new) community and help those in need. Community volunteering helps the new employee know that no matter how small their impact is in the moment, they are truly making a difference in their new community. This leads to higher purpose and value in the company.
5. Resource groups. Give the employee an opportunity to join employee resource groups or clubs associated with the company. This helps them feel more connected to the company’s purpose, values, and vision. It’s also an opportunity to get to know their coworkers and help them feel like they’ve found a new home.

Although not part of the specific onboarding experience, I believe in rotational programs, especially for new hires coming straight out of school. A rotational program allows the new employee to work in multiple areas within the company, and especially to find new opportunities where they might thrive. It opens doors to areas of expertise where they might be a better fit, allowing for higher productivity and job satisfaction. Rotational programs are beneficial for both employees and their employer. They allow employees to attain valuable skills that they can bring back to their original team, again increasing productivity and efficiency.

Integrating even one of these practices can go a long way in helping your new hire feel fulfilled and excited about being on your team. I’m not saying that moving to a new state and new job is easy for anyone but knowing that my employer wants me to feel “at home” while I’m working has made all the difference.

This column originally appeared in the August 2023 issue of PCB007 Magazine.