Author Jan Ferri-Reed

Our fast-paced world is presenting leaders with increased demands. Recruiting the best and brightest employees to help your organization respond to the challenges is still crucial, but you can’t wait for new employees to figure things out on their own.

In today’s job market, the most heavily recruited new hires are Millennials and Gen Z. Many Millennial job candidates were stymied by the great recession of 2008, and as the economy has recovered, these candidates are now ready to embark on the “dream” careers into which they have invested so much time and student loan debt. Gen Z comes to the workplace with similar expectations as their generational predecessors. So orienting Gen Y and Z within the company takes even more non-traditional approaches and creative strategies. 

This 80-million strong Millennial generation and 61-million Gen Z generation have a few things in common that need to be leveraged in our onboarding programs – technological savvy, a “work to live” high efficiency mentality, hunger for feedback, collaborative approaches, a high level of self-confidence and philanthropic outlook, to name a few.

It may have been passable to gather new employees into a meeting room and briefly relay onboarding information. Today, however, organizations thrive when they implement robust onboarding programs that quickly bring new employees up to speed as follows.

Plan it together 

It may seem counter-intuitive to established employees, but one of the most effective ways to fully engage younger employees is to involve them in planning their own onboarding. Give them options for acquiring information, let them plan the order and sequence of their onboarding program, assign them to interview key existing employees or ask them to prepare a report on a specific topic related to their onboarding experience. 

Make it visual, playful and
data-intensive with infographics

The younger generation prefers to absorb information – and a lot of it – from technology and word pictures and graphics.

Keep it brief 

Millennials and Gen Z prefer sending and receiving information through short text, sound bites and capsule summaries like Snapchat. Keep presentations focused in small bites with flash and short videos in order to retain attention. 

Automate it 

Whether the goal is to introduce new employees to organizational structure and functions or to impart corporate culture, there are technologies that can make the process easier and more effective. Consider using Facebook, Twitter, micro-learning apps, new employee blogs or chat rooms, online video conferences, facetime, etc. 

Make it interactive 

Younger people are used to kinesthetic learning via hands-on activities and projects. The more active and interactive your presentations are, the more impact they will have including simulations, project assignments and virtual problem-solving. 

“Group” it 

Millennials and Gen Z are accustomed to working in teams. Giving them learning projects to tackle as a team is a great way to engage and maximize their learning opportunities. 

Connect it 

No matter what the subject, information from company history to policies and procedures should be directly relevant. Make sure you help them make the connection to their present jobs or to preparation for future ones. 

In addition to the above strategies, consider placing your new employees in brief, temporary assignments within other departments. Cross-training and orienting will both promote better understanding among new employees and build a base for future teamwork and collaboration. And don’t forget about community involvement to build leadership and team skills in partnership with non-profit organizations in your area.

It may also be useful to assign each new employee a transitional mentor to help him or her learn about the organization in a less formal environment. The transitional mentor can be a knowledgeable veteran employee, or even a new employee with enough experience in the company to fill the role.

Extend the on-boarding process throughout the year and involve recent hires in the design and delivery of future on-boarding programs to capture lessons learned or things they wished they would have known. Employees who are onboarded the right way have longer staying power with your organization. You are engaging them right from the start which should contribute to higher engagement scores in the longer term not to mention the increased productivity and satisfaction that you and they will gain as a result.

About Jan Ferri-Reed

Jan is a seasoned consultant and President of KEYGroup, a 32-year Pittsburgh-based education leadership, teambuilding and employment testing organization with a focus on developing leadership skills. Jan has presented a variety of keynotes, workshops, personal coaching and career coaching programs to thousands of managers and employees in a diverse range of organizations across the globe. She provides guidance, wisdom and wit to leaders who are interested in finding unique solutions to unique people problems while providing a return on investment.