First Impressions: Meaningful Onboarding to Foster Belonging & Pride from The Outset

VALENTINA LWIN-BAILEY

Author

Valentina Lwin-Bailey

Author

CATEGORIES

Categories

First Impressions matter! Most good organisations attempt to create positive first impressions when welcoming new employees, but fewer have integrated onboarding processes that truly create strong connection between the employee and the organisation right from the beginning. Such onboarding processes provide valuable opportunity for the organisation to demonstrate its true workplace culture. 

GPTW Trust Index survey data across Australian medium sized companies shows that employees who are made to fell welcomed also feel better connected to the organisation, have a strong sense of belonging and are proud of their workplace.  

 

Source: Great Place To Work Australia Trust Index Survey Data, 2022. 

 

Meaningful integrated onboarding processes don’t have to be complex or resource intensive. Here are a few easy tips on enhancing onboarding processes to create memorable positive experience for your employees. 

 

1.  Have a Check List for Consistent Onboarding  

Great organisations recognise that onboarding process commences long before new employee’s first day. Hiring Manager, HR and other functions need to be well coordinated to enable the new joiner to get through essential preparations in a timely manner to facilitate prompt connection with the organisation. A comprehensive check list with pre-start, day 1, week 1, and first-month tasks, as well as timeline on when the critical items should be completed, not only supports busy hiring managers through the process, but also makes sure the process is consistent throughout the organisation. 

 

2. Include leaders when onboarding new joiners 

Mission and Vision statements on glossy posters and computer wallpapers will offer some information about the new employer, but hearing from the leaders on why and how the organisation is trying to achieve its Mission provides depth and meaning to organisation’s purpose. New joiners can also appreciate the opportunity to meet and converse with the leaders to get a feel of the workplace culture where management is accessible, approachable, and easy to talk with. 

 

 3. Enlist other employees

Hearing directly from fellow employees on how they’ve experienced their employer across different facets, such as in work and performance expectations, management ethos, employee wellbeing, L&D and career growth adds credibility and clarifies expectations – what a new joiner can expect and what is expected of them in return.  

These longer serving employees can act as “Onboarding Buddy” or “Go-To Person” to help the new joiner navigate through systems, norms and unofficial practices that make up the organisation’s culture. They also provide social support that reinforces psychological safety in a new unfamiliar environment. 

 

 4. Get to know the whole person 

 A genuine welcome means getting to know the new joiner beyond their job skills and experience – acknowledging their life beyond work. Informal team gathering on the first day (i.e. morning/afternoon tea or team lunch) can be a forum to chat about cultural heritage, family, hobbies and hidden talents to help build bonds with new team members. These initial conversations can lead to the new employee offering their unique lived experience for the betterment of the business through involvement in Employee Resource Groups (ERG), volunteering programs or CSR projects. 

 

 5. Keep an eye on new joiner experience 

Just as monitoring is important in assessing work performance, it is important to keep an eye on new joiners’ experience. Some great organisations make it a priority to gather formal feedback from their newest employees about their first few months via onboarding surveys. Whether it is through formal or informal channels, such insights are necessary to determine efficacy of onboarding efforts and to refine the processes accordingly. 

These simple steps can contribute greatly to a new employee’s positive first impressions of the new workplace making them more engaged and fulfilled employees. 

 

Want to tell the world that your company has a great workplace culture? Find out how you can earn Great Place To Work Certification™️ below.

 

VALENTINA LWIN-BAILEY

Valentina brings 25 years of experience in organisational development, people and culture, and teaching and training experience from across higher education, government and private sectors in Australia and Myanmar (Burma). In the past 15+ years, she has been focused on employee engagement, workplace culture, leadership development and strategic planning. Her recent HR leadership roles included heading up functional HR teams in large and complex organisations, including crisis management during the pandemic and political unrest. She exercises her passion for people development by teaching, mentoring and coaching young HR professionals in the areas of HR, management and career planning. Valentina is a strong advocate for full-person wellness, and achieves balance through yoga, outdoor activities, cooking and enjoys spending time with family and friends.

Sign up for our Newsletter & Never miss a new Blog!

AU Newsletter

CTA GOES HERE

Great Place To Work® Best Workplaces™ in Australia 2024 Evaluation Methodology

Great Place To Work determines the list using our proprietary For All methodology. To determine the Best Workplaces in Technology list, Great Place To Work analyses the survey responses of tens of thousands of employees from Great Place To Work Certified™ companies in the technology industry.

Our survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organizational data like size, location, industry, demographics, roles, and levels. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience.

Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. Survey data analysis and company-provided datapoints are then factored into a combined score to compare and rank the companies that create the most consistently positive experience for all employees in this industry.

To be considered for the list, companies must be Great Place To Work Certified™ and nominate as a company in the technology industry.

We require statistically significant survey results, review anomalies in responses, news, and financial performance, and investigate any employee reports of company incompliance with strict surveying rules to validate the integrity of the results and findings. 

Categories

These organisations’ assessment is based 100% on employee responses to the Trust Index survey.

  • Micro 10-29 Employees
  • Small 30-99 Employees
  • Medium 100-999 Employees
  • Large 1000+ Employees

Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work determines the list using our proprietary For All methodology. To determine the Best Workplaces in Technology list, Great Place To Work analyses the survey responses of tens of thousands of employees from Great Place To Work Certified™ companies in the technology industry.

Our survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organizational data like size, location, industry, demographics, roles, and levels. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience.

Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. Survey data analysis and company-provided datapoints are then factored into a combined score to compare and rank the companies that create the most consistently positive experience for all employees in this industry.

To be considered for the list, companies must be Great Place To Work Certified™ and nominate as a company in the technology industry.

We require statistically significant survey results, review anomalies in responses, news, and financial performance, and investigate any employee reports of company incompliance with strict surveying rules to validate the integrity of the results and findings. 

Great Place To Work® Best Workplaces for Women™ List Methodology

The Best Workplaces for Women™list is determined using Great Place To Work’sFor All™methodology to evaluate hundreds of Certified™Great Place To Work®organisations across Australia.   

Data is based on over 40,000 employee survey responses from women in Great Place To Work® Certified™ organisations across Australia. 

The survey 

The survey enables employees to share confidential quantitative and qualitative feedback about their organisation’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. 

Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organisational data like size, location, industry, and the number of women in the workforce and management positions. 

Considerations 

Great Place To Work analysed the gender balance of each workplace, how it compares to each company’s industry, and patterns in representation as women rise from front-line positions to executive/C-suite roles. 
Survey data analysis and women’s representation figures are then factored into a combined score to compare and rank the companies that create the most consistently positive experience and opportunities for all women, regardless of their role or demographic background.   

Eligibility   

To be considered for the list, companies must be Great Place To Work Certified™. Companies must also employ at least 50 women. We require statistically significant survey results, review anomalies in responses, and investigate any employee reports of company in compliance with strict surveying rules to validate the integrity of the results and findings. 

Please note this list is NOT ranked. 

Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work, the global authority on workplace culture, determined the Best Workplaces™ Australia 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of almost 50,000 employees across Australia.

Employees responded to over 60 survey questions describing the extent to which their organisation creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organisation, no matter who they are or what they do. We analyse these experiences relative to each organisation’s size, workforce make up, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organisation to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

 

Categories

These organisations’ assessment is based 100% on employee responses to the Trust Index survey.

For larger organisations with more than 100 employees, we also use our Culture Audit™ tool, asking organisations to share with us their practices, policies and programs to creating a great workplace For All™ and evaluating the approach they take.

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:

1.  The criteria we evaluate

2.  Where the data comes from