Onboarding: Creating a Process that Works for You

I’m happy to have you here another week, Welcome😄

In the changing world of employee’s expectations and skill set, we need to think about how we hire and onboard to acclimatize them to our early childhood programs. I look at what each employee may need to be successful at the position we are hiring for. Lately, I have been assessing our onboarding process to ensure that we can onboard and train new hires to retain consistent teachers within our program.

This week let’s talk about the onboarding process of new hire, and why it is very important to employee success.

What is onboarding?

It is a set program of activities that help a new hire get settled into their role within your early childhood program. Onboarding is a great way to teach the new hire about what matters to your company.

Advantages vs. Disadvantages of having a structured, consistent onboarding process!

I have created the “Lucky Seven” to onboard a new hire.

These 7 helps guide each day to offer structure for a successful comprehensive approach.

1. Culture- This is where I share the history of the program, mission, our vision and values, share stories and rituals, and company policies.

2. Connection- Each new hire wants to create relationships to feel safe and like they belong within the company. During the week, build in fun, engaging activities that will bridge new and current staff together. Here is an example of an activity I use!

3.  Communication- Everyone communicates differently. During onboarding I explain the way our programs communicate to families, teaching staff, and how teachers communicate their thoughts and needs to the leadership, and families.

4. Clarification- We all can interpret things differently; to make sure that the new hire and I are on the same page, I always end the day with asking if there are any questions, or something that need to be clarified.

5. Confidence- Encouraging and celebrating small successes as the new hire learns their role, and the expectations of our program, I make sure to boost their confidence with shout outs and point out what is going well each day of them on boarding!

6. Compliance- The field of early childhood education has lots of rules and regulations to ensure the safety of the children. During the first week, I give them an overview of all the rules and regulations to be sure we stay in compliance. I continue training throughout their next 90 days to ensure full understanding of best practice.

7.  Check back – I have found that it is very important to check in frequently with the new hire. I check in weekly for the first 30 days to be sure that they have an understanding of the job, tools to be successful, and feel supported and then again in their 60 and 90 day milestones, and then each quarter after that.

After the first week of onboarding, it is a great idea to ask for the new hires feedback so that you, as the leader, can adjust your onboarding process to create an experience that is meaningful and engaging. Consider using a brief survey to collect their thoughts!

As a great leader, you need to establish consistent strategies for new hires when onboarding. This allows you to invest time and energy to help grow employees, that feel supported and empowered and in turn, elevating your early childhood program.

Till Next Time,

Jen🖍️😄

P.S. Click here for a sample of my onboarding checklist