Preparing for the first day of work with a new company conjures an array of emotions: anxiety, excitement, nervousness, and fear.  The elation of being extended an offer is replaced with this new set of feelings.  As that new employee is setting out his or her clothes the night before and wondering what the day ahead holds, how are employers preparing for this new employee’s arrival? While both parties are thrilled the role is filled, the first day sets the tone for the relationship. 

Recently, my daughter expressed interest in volunteering for a cat adoption agency based out of a national pet store retailer.  She spoke to a fellow volunteer and followed through with the application process.  When she received the “you’re hired” notification, she couldn’t have been more excited.  A two-hour training process was the next step that I, as the parent of a minor, needed to attend.  Thus began our adventure and my living vicariously through a teenager joining the workforce. 

Questions about what to wear, what time to leave the house, and expectations flowed until we arrived for her training session.  We were there before the store opened (of course!) and waited patiently in the adoption center at her call time, 9:00 AM.  The minutes that ticked by afterward seemed like an eternity. 9:01. 9:05. 9:10. ”Am I in the right place, Mom?”  At that moment, the trainer arrived.  This was the point where I stepped back and observed. 

What ensued thereafter was a thorough, and perhaps overwhelming, explanation of how the trainer approached her role.  Everything was verbal. I wondered how much my daughter would retain and how she would feel after the two-hour session. Was she still excited?  Did she understand everything?  Did she want to continue?  These are the types of questions employees ask themselves after their first day of work, in their 90 days, and beyond.  “How do I feel about the company?”  “Do I feel valued?”  “Do I understand my role?” “Am I improvising because I need to complete the task and think this is the best way it should be accomplished?” 

According to SHRM, 69% of employees are likely to stay with a company for 3 years if they experience great onboarding.  This means 31% of employees may depart, leaving positions to fill. The cost of recruiting a new employee, training investment, team impact, and productivity levels are just a few reasons why the onboarding process is critical.  When thinking about that next hire and the cost of doing business, focusing on the first impression and company culture is vital to the success of a business and employee engagement. 

​