Within the next year 75% of your employees are expected to turn over. This number continues to increase making the onboarding process an important part of lowering business costs and onboarding your new hires. 

Onboarding a new employee ensures they are prepared to do the job and understand what you expect from them. Without a standard process to onboard new hires, employees may misunderstand their duties, feel misaligned with company culture, take shortcuts in their work, or even quit. Properly onboarding a new employee will help that new hire become a member of your team and embody the behavior and skills that you expect from someone working in that position.

Getting started

There are a few key steps to onboarding a new employee that will help you keep your business complaint to laws and make your new hire feel more prepared and happier in their jobs.

 

New hire checklist

Preparation

Onboarding starts before you even decide to hire your first employee. Push has an onboarding system that allows you to set up the position and training of an employee prior to their start date.  

When interviewing candidates outline the positions required job duties as best as possible, using “a day in a life” stories helps accomplish this. When interviewing potential employees, it is important to keep soft skills in mind. Look for things like an eagerness to learn, adaptability, and good communication skills. These are the skills you can’t train, but will result in a great employee.

Welcoming

Employees are looking for a great work please as much as you are looking for great employees. 

It is important that your business sets the same tone for each employee saving money on having to hire and train new employees. According to the NRA employee turnover costs restaurants $150,000 a year

Get your new hire set up with the right documents, login codes, and uniform requirements right from the start so no important pieces of compliance based paperwork are missed. 

Don’t forget to have your new hire sign an employee handbook acknowledgement form after reading your employee handbook. We suggest having the employee sign every section of the handbook to help during a potential dispute. If you are worried about your employee labor standards take our free Employee Labor Compliance Audit [LINK]

Training

Aim to make the transition from “new hire” to “employee” as seamless as possible. Shadowing a veteran employee can be a great way to make a new hire feel more comfortable. Pick an employee you are looking to groom into a management or upper level position as having a shadow is usually a positive and improves top employee motivation.

Another way to ease a new employee into your workplace is to take enough time to introduce them to where they are working and who they are working with. Introduce them to the rest of your team, show them around the work environment, and explain the workplace culture.

Don’t forget to create a training manual for your employees. A training manual gives every employee the same outline. New hires will only need to ask questions they don’t understand with less requirement from your busy staff. Now set some goals for your new hire and make sure they are prepared to meet and exceed them giving them a confidence that will follow them throughout their employment with you. 

Using an HR software can help you make the difference.

Feedback

Check in regularly with your employees to see how they are doing with their training. With new hires, spend time after every shift to ask their trainer – who should be a model employee – how it is going. Find out what they are doing well and what they are struggling with. Look for gaps in training, or areas in which they can improve, and then help train them to be better. 

The onboarding process is an essential factor in employee retention. Failing to onboard successfully leads to higher turnover and will also result in poor guest experiences. Your employees should provide quality service as they represent your restaurant. Make sure all new employees understand what is expected of them, who they are working with, and how you want them to do their job.