Ciphr Guide On How Not To Do Onboarding


Recruitment and retention Talent management


Onboarding is your company’s opportunity to make a great first impression on new starters, save hours of administration and convey your unique company brand and culture. Done right, Onboarding is as much of a benefit to your company as it is to the new starter. Carried out incorrectly, it could have lasting negative effects on the employee and your company’s reputation. Here’s how NOT to do onboarding.

Don’t implement an Onboarding Solution

You don’t need a solution that will enable the new starter to input their details, saving you the hassle, read company policies and confirm that they have done so, or put faces to names by using your employee directory. This can all be done manually, and at great length, once the employee starts.

Allowing future employees to have access to your company intranet before their start date is ‘so tomorrow’ and would mean that your HR team would have more time to concentrate on proactive projects instead of spending their day inputting data. Definitely don’t implement this type of system.

Leave the preparation until the Employee’s Start Date

Instead of preparing to welcome the employee on their first day with everything they need to have and know ready, leave this until they actually start. This way you can let them sit about, spinning in their chair, while you sort out their laptop, business cards and someone to show them around and introduce them to everyone. Definitely leave all this until the start date, it will give a great first impression.


Make the new Employee feel as unwelcome as possible

Treat the new employee like they’re making your day miserable and wasting the time you could have used for other duties. Rush them around while shouting out names of people in each office, without explaining what they do or introducing them properly.

Remember to always leave new staff members feeling confused and not knowing what to do next, that’s definitely the best way to integrate them into their new team.

Under no circumstances should you take the new employee out to lunch on their first day – This will come across like you care and are a welcoming company, instead, let them find their own way to the canteen, or better yet, a bench outside on their own.

Treat the new member of staff like a burden

Treat every new starter like a number. Don’t bother remembering their name or make conversation with them. Who they are, what they enjoy and even whether they would like a drink are all irrelevant, they are a number, treat them as such.

Remember, this new staff member is wasting your precious time by just being in the office. By treating a new member of staff in this way, you achieve complete disengagement, job done.

Let the new Employee ‘get on with it’

Leave the employee to just ‘get on with it’. Simply show them to their desk and leave them to figure it out, this is the best way to show them the ropes, teach them the company culture and welcome them to the business. It’s also a great way to display your complete lack of company pride and general engagement.

Stick to the above guidelines and watch your reputation diminish and your turnover rate explode!