Most job candidates strive to make a strong first impression because they know that it can set them on the path to success. This works both ways, which is why the first month and the onboarding process that takes place during this time are so important. However, with a strong focus placed on the techniques and strategies involved in the process, many organizations overlook the importance of onboarding materials.
If your process and materials are poor, you may soon find yourself replacing new hires. So much so that, according to recent research, 41% of organizations see a turnover of more than 5% among new employees due to ineffective onboarding.
The good news is that by improving the materials used in the process, you can increase retention and productivity. Here’s how.
1. Incorporate a First 30 Days Visual Timeline
Most new employees decide whether to stay at an organization within the first few months of being hired, with the majority making the decision within the first 30 days. One of the key reasons for new hires deciding to leave is a lack of training on company products and services.
Training naturally forms part of the onboarding process, and the salient points conveyed during training sessions should be included in the materials issued to new hires. This should go beyond text to include a First 30 Days visual timeline. The human brain uses 50% of the cortex to process visual information, which is retained better than information received through other means.
In addition to listing employee tasks and goals in your materials, include a visual roadmap or timeline of what your new hires can expect in the first month. Use colors, icons, and uncomplicated labels for greater clarity.
2. Create Interactive Microsites or PDFs
Most people are multimodal learners who can absorb information through a variety of methods. With this in mind, taking a multimodal approach to onboarding shouldn’t be limited to in-person sessions. Instead, you can also apply it when improving your onboarding materials.
Incorporating a mix of video, written content, interactive modules, and visual aids ensures that employees can engage with the material in ways that suit their learning preferences and working environments. This supports knowledge retention and creates a consistent onboarding experience regardless of location.
Provide new hires with interactive PDF documents or build interactive microsites allowing them to watch short videos, click through different sections, and complete short quizzes. These improvements can make your materials more engaging and easier to navigate while supporting different learning styles and preferences.
Remembering that everyone learns at their own pace, you should also offer optional deep-dive content that new employees can access and work through in their own time to prevent information overload. By including clearly marked expandable sections or links in your materials, you make it easier and more accessible for those who want to explore various topics in more depth.
3. Add Who to Ask Contact Blocks
Giving new employees organizational information, involving their managers in welcoming activities, and hosting socialization events helps them to better assimilate into the company. This also helps them to perform their tasks effectively, which leads to increased productivity and lower turnover. Research found that 65% of new hires said they were frustrated by their onboarding process and materials, as these did not provide any clear points of contact for questions.
While introducing new employees to those who can answer their questions in person is important, this should also be done through the onboarding materials they receive. Giving new workers the points of contact they need is part of the socialization process, helping to clarify roles and organizational values and culture, as well as building a connection between them and the company.
Add a mini-profile featuring the name, photo, and contact information of the go-to person for questions in the sections about policies or tools in your onboarding materials. This can help reduce confusion about who to approach and support the building of relationships between new hires and other employees within the first few days or weeks of being hired.
4. Include a Glossary of Internal Terms and Acronyms
Every organization has its own internal vocabulary or jargon. While this has its place and can be useful for communication between long-standing employees, it can affect overall clarity and new hires’ understanding of internal communications, leading to mistakes, wasted time, and feelings of isolation from coworkers.
Survey findings indicate that 86% of employees blame ineffective communication and poor internal communication skills for failures in the workplace. Additionally, only 29% said they were satisfied with the quality and number of internal communications they received. Those who were satisfied were 46% happier at work than those who weren’t. Ineffective communication can have a significant impact on employee retention – 61% of workers who were thinking about changing jobs said poor internal communication was a key factor in their deliberations.
If your onboarding materials include jargon, this can put new hires on the back foot from the outset. Add a friendly, regularly updated glossary of company jargon, including internal terms and acronyms, to your materials to help new workers decode company-specific language.
5. Feature Real Employee Testimonials
An organization’s reputation as an employer is often a deciding factor when it comes to job seekers thinking about applying for a role in it. In a similar way, the experiences of employees who have been with a company for a while influence the onboarding experience.
Your materials can sing your organization’s praises to the moon and back again, but if new hires see this only as managers’ opinions, there’s a good chance they won’t pay much attention to it. New hires want insights from regular employees, and this is something to keep in mind when improving your onboarding materials.
You can integrate these insights by including short stories or quotes from current employees in your materials. To add even more personality and visual engagement, consider including staff portraits or asking a photographer to create a portfolio of photos of individuals and teams. This will give new employees relatable insights while humanizing the company culture in a way that goes beyond formal mission statements.
Conclusion
Effective onboarding materials help build the confidence of new employees by making them feel connected and equipped to do their job from day one. These overlooked improvements encourage engagement within the first month, reduce the risk of turnover, and boost productivity. Transform your materials by incorporating visual tools, interactivity, clear contacts, internal language guides, and authentic employee voices.
