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Onboarding People & Relationships

​What is People and Relationships?

The People and Relationships component is the heart of onboarding. This is all about taking the time to connect the employee with crucial people across the organization and their team. We want them to know who the key leaders are and who they will be working with to foster connection and belonging.

Why is it important?

Creating time for people and relationships in the onboarding process is key as it sets apart successful onboarding from simple orientation. ​This is important because workplace relationships are essential to employee engagement and retention. Building relationships and friendships in the workplace is an important component of belonging which can lead to greater alignment with the mission, vision and values of the organization. ​

General Guidelines

Assigning an Onboarding Sponsor to support a new employee is a great way to foster connections right away. The Onboarding Sponsor should be someone who is well connected themselves so that they can make introductions to key people and therefore help the new employee settle in. It’s a good idea to encourage the onboarding sponsor to check for understanding along the way so they can explain department terminology and acronyms that may be confusing to the new employee.

Helping the new employee connect with the key staff they will be working with can break the ice and open the door for knowledge sharing to help the new employee get up to speed faster.​

Culture is something helpful to think about in this component. A great way to help them get plugged into the culture is to let them know about opportunities to connect with others like Employee Resource Groups or other events that help the new employee gain a sense of belonging. This makes them more likely to stay with the organization.

Having a welcome message or meeting with executive management for the new employee is a great way to help the organization and leadership come across as approachable and supportive. This can also reflect positively on the organization's culture as a place of welcome.​

​Tools

Standard

  • An announcement email
    • ​​It’s a good idea for this to come from a leader over the division or the hiring manager.
    • ​​​The email can include some basic details about the role, basic biographical information for the new employee. Also including a fun fact and a picture of the new employee can help the rest of the team get to know them better as well.
    • ​​Sample Email Announcing New Employee
  • Meet and greet with key staff and leaders
  • Name and contact info of key staff and team
    • A welcome packet is a great place to include all this information. Having this written down for the employee also helps them learn everyone’s names.

Best Practices

  •  Welcome video from Director/Executive Officer​
    • Having this filmed and ready to go is an easy way to help the new employee feel connected to the organization.
  • Assigned Onboarding Sponsor to provide peer support
  • ​​Employee welcome letter and entrance survey
    • ​You can have everyone on the team or division sign a letter to welcome the new employee.
    • ​​Including non-invasive questions in the survey helps you get to know your new teammate.
  • Team building activities
    • This can be as simple as a planned lunch or coffee outing after the new employee has had a chance to settle in.
    • ​Having these activities as part of the regular schedule will continue creating connection beyond onboarding.​
For more information, email wfp@calhr.ca.gov​
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