Are You Selling Your New-Hires on Onboarding?

Acculturation onboarding, as I've mentioned before, is an art. You can track the percentage of new-hires who are really getting involved by counting how many follow through on the social objectives you set for them. This might include activating a networking profile, joining SIGs, or completing other socialization tasks. That's one way to measure success. But how do you convince new employees to do this stuff in the first place?

If you've got really low levels of participation, there is probably something wrong with your "sales" technique. The way to get employees involved is through suggestion and persuasion. People don't respond well to being told what they must do - even when they are just starting a new job.

You aren't paying employees extra to set up a LinkedIn or other professional profile. They aren't getting a promotion for joining the bowling club or commenting on your company blog. This means taking a hard line approach isn't going to cut it. Presenting new-hires with a long list of extra things they need to do in addition to all the other stuff they are coping with is a turn off.

Tips for Successfully Selling Acculturation

• Take it slow - space out the assignment of socialization tasks over a period of several weeks or even months. You can do this using your BPM (business process management) system to send regular emails or assign new tasks as the new hire completes each previous step.
  
• Make it look like fun. Present the opportunity to get involved as a benefit - not a duty. Getting onboard with such a great team of coworkers should be seen as one of the free perks of working at your company.
  
• Use videos and other multi-media. Can you make a game out of the acculturation process? Great! The less the whole thing seems like "work" and the more it feels like goofing off the better.
  
• Watch your language. Use positive wording during every stage of acculturation. In other words, don't use the word don't (like I just did). Phrase instructions as suggestions and solutions rather than orders. Persuade your employees that this is something they want to do and that you are helping them achieve their own objectives.
  

Now, use your measurement tools to track areas where you have improved participation. Are your numbers going through the roof? Give yourself a pat on the back - you have learned to sell new-hires on your onboarding process.