Post-implementation best practices
Your Predictive Index implementation
Your Predictive Index implementation
Implementation by product
Post-implementation best practices
Onboarding new employees to PI after your initial implementation is completed
Onboarding is the continuous process of welcoming, educating, and familiarizing new employees with your organization and their colleagues to provide everything they need so they feel welcome, are set up for success to do their job well, and get the maximum benefit along their journey.
Onboarding new employees with PI ensures that everyone is speaking the same language and using the same tools to improve interpersonal dynamics and team performance.
A great onboarding experience matters. BambooHR surveyed 1,024 U.S. adults, comparing those who received effective onboarding to those who didn’t. The differences are striking.
Employees who experienced effective onboarding were:
- 18 times more likely to feel highly committed to their organization
- 30% more likely to feel strongly integrated into their workplace culture
- 30 times more likely to have high job satisfaction
Organizations with effective onboarding had:
- 33% more employees who felt engaged
- 38% more employees who were confident in their ability to do their job
- 69% more employees who rated their organization as a strong performer
There are many things you can do to make the onboarding experience a positive one that helps new employees feel welcome so that they are highly engaged and passionate about helping your organization achieve its goals. The following steps are best practices to follow when a new employee joins your organization.
Once the offer is accepted
Onboarding begins as soon as the candidate accepts their offer. Starting the employee onboarding experience before a person’s first day at work helps familiarize them with your organization’s culture and policies. As a result, they’ll feel more prepared, confident, and comfortable around new colleagues during their first week at work.
- Have the manager reach out to ask if they have any questions.
- Ask relevant team members to welcome the employee via LinkedIn or other platforms.
- Ask the new employee what they need to set them up for success. They’ll appreciate the effort you take to support them. You can even tailor their onboarding experience to their behavioral data.
- Are they detail-oriented and prefer structure? Make sure they are clear on any rules and processes they need as they get started.
- Do they have a social profile? They’ll appreciate face-to-face interactions with their new colleagues as they get up to speed on the work to be done.
- Create a tipsheet with advice about getting started at your organization, where and who to go to for assistance, a map of the office floor plan, or even fun facts about their new manager and teammates.
- Set up the new employee’s email address and schedule their onboarding meetings. Attach the Behavioral Report for the meeting attendees to the meeting requests.
- Print their Placard and place it on their desk where others can see it.
Share the employee’s behavioral insights with their manager so they are prepared to use them in their 1:1 meetings.
- Behavioral Report
- Relationship Guide
- Self-development Guides
- Personal Development Guide
- Management Skills Guide
Share the Management Tips and Management Strategy Guide for the new employee with their manager so they understand what their new report needs to be successful.
These tools will help managers prepare for a readback, which will increase their self-awareness and to help build relationships that start off on the right note.
Onboarding buddies should be seasoned employees who are in good standing with the company. Ideally, they should strongly embody the cultural values of your organization—after all, the employee will learn from their example. They should also be volunteers. If you twist someone’s arm into the role, they’re liable to roll their eyes and bring a poor attitude. You want a person who will be excited to help out.
An onboarding buddy can introduce them to other team members, show them around the office, schedule coffee breaks with to check in, and answer questions.
Provide onboarding buddies with guidelines around what the expectations are, how to make a new hire feel welcomed, and provide answers to common onboarding questions.
We recommend the onboarding buddy checks in at least once a week for the first month. Depending on the complexity of the role, they might want to continue to check in once or twice a month for up to two months afterwards.
During their first week
- Share the link to the Onboarding with the Predictive Index onboarding guide.
- Introduce the new employee to their onboarding buddy.
- Have their manager work with them on a 30-60-90 template.
- Have key team members connect with them. By introducing themselves and offering to answer questions, grab coffee, or just listen, they can help the new employee feel confident in the new role and supported by the team.
Introducing new employees to PI
As we mentioned above, we encourage you or their manager to perform a readback to help them understand how your organization uses behavioral data. It also provides them with the opportunity to confirm that their results resonate, ask questions, and clarify expectations of their new role.
In addition to sharing the onboarding guide for them to reference as they get started, we suggest you share reports and guides in the software to help familiarize them with the people they’ll be working with closely. Such as:
- Their Behavioral Report
- Relationship Guides
- For them and their manager
- For them and teammates they’ll work closely with
- Self-development Guides
- Their Personal Development Guide
- Their Management Skills Guide
- The Behavioral Reports of their manager and teammates
The earlier you can get an employee up to speed, the faster they can start contributing to their team’s work and your organization’s goals.