Page 25 - BusinessWest January 8, 2024

Starting Fresh
Strategies for Onboarding New Employees in the New Year
BY JOHN S. GANNON, ESQ.
The new year often brings new challenges to your business. But it also brings new oppor- tunities. Picture this scenario: after months
of searching, you have just recruited a person who seems like the perfect fit for a position you have been struggling to fill.
While this is certainly good news, there is more heavy lifting to be done. Employers must create and implement an effective onboarding experience that will help improve employee retention and increase job satisfaction. Here a few tips and suggestions that can create positive and effective onboarding experi- ence for new hires.
Have a Plan
As with most things in the workplace, employ-
ers should have a carefully considered plan in place when it comes to onboarding new employees. This means devising an onboarding strategy aimed at ensuring new hires get the most out of the introduc- tory period. Leaders from different departments should be included in the overall onboarding strategy to make sure important aspects of mission state- ments, strategic plans, and workplace culture are effectively communicated to new employees.
Remember that onboarding is more than a one or two-day orientation, and a successful onboarding
plan takes a true team effort.
Ensure Legal Compliance
New hires also come with new legal obligations. For instance, all new employees must complete a form I-9, and employers are required to review the proper employ- ment authorization docu- ments to establish employee identity and authorization to work in the U.S.
Employees should also know what their com- pensation and benefits package will look like. And, depending on the size of the business, distribution of polices on benefits like sick time and paid family leave should be part of the onboarding process. Finally, although not legally required in Mas- sachusetts, employers should strongly consider conducting education and training programs on pre- venting harassment and discrimination in the work- place. Keep in mind that this type of training may be required as part of the onboarding process if you have employees working outside Massachusetts.
“Leaders from different departments should be included in the overall onboarding strategy to make sure important aspects of mission statements, strategic plans, and workplace culture are effectively communicated to new employees.”
Protect Confidential Information and Trade Secrets
Sometimes, what you don’t know can hurt you the most. Unfortunately, bringing on new employees can put businesses at risk of unwanted access to sensi- tive trade secrets and other confidential business information of your competitors.
For instance, suppose you bring on a new sales
Onboarding
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