Relational Onboarding
We know you want to maintain a stable and growing group practice - one in which your employees want to stay.
This is possible, and it starts in the onboarding process.
I remember (Poonam here 👋) my first onboarding experience as a supervisor and using a checklist that was provided to me.
Review timecards ✔️
Teach assessment process ✔️
Schedule trainings ✔️
It all felt so mechanical, and I can't imagine the experience was any better for my new employee. How was I supposed to successfully integrate this person onto my team when I knew next to nothing about them (aside from our interviews)? And how were they supposed to feel supported when they knew nothing about me or my team's culture?
We know that first impressions are lasting impressions. For new employees, those first interactions create the framework by which they will view their journey in your practice.
Rather than mechanically training your new hire on all the parts of your group practice, take a relational approach. This looks like introducing them to your entire ecosystem, including the people they need to know and build working relationships with.
Your new employee's success is determined by how collectively your group practice comes together to support them. It’s like making your org chart experiential, not just something that is written on paper. It’s not just professing your values but practicing them as a work culture.
Relational systems, which support you with employee management, are key, yet often overlooked during the onboarding checklists. Here is where you want to embrace your knowledge of systems thinking and group dynamics.
Your new hire wants to be seen and welcomed. Your new hire wants to know who they can go to in moments of panic or overwhelm. They want to know what peers they can rely on and feel safe with. They want to know what supports and resources they have access to. They want to know their feedback and experience are valued and relevant.
When we make meaningful and safe connections with those we work with, we learn faster and become more efficient and effective in our work.
So, what to do? The process below works because intentional connection does wonders for employee engagement.
Unify, the 3rd element of our Cultivate TRUST framework, is about connecting employees, or the practice of harmony.
Create a relational onboarding process that includes...
Every employee having a role in welcoming and supporting the new hire. This role can speak to the current employee’s strengths and passions and how they want to contribute to the new hires’ experience.
Defining the various positions within your ecosystem so the new hire understands how all positions work together cohesively. Topics such as; here are the people, this is our culture, here is what we value and stand for, and here are all the ways these positions contribute to making this happen.
Creating space to get to know your new hire on the human level. Ask questions about their learning style. Ask them how they take care of their well-being at work. Ask them how they’d like to uniquely contribute to the mission of your group practice. Ask them what makes them feel supported and valued at work.
Facilitating meaningful connection between your new hire and current employees individually and as a group. Both parties will look to you to support them in this facilitation. This can be done through team-building and other quality time activities.
What’s one way you like to facilitate relationship building with a new hire? Any of the above steps you’d like to try?