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Leaving Well in the Workplace

Rethinking the onboarding process

Published about 1 year ago • 1 min read

Hi friends!

When you think of onboarding, what do you include? Most onboarding protocols include a rushed two week schedule, with a boisterous "welcome to the team!" tossed the way of new hires.

I'm here to encourage you rethink your onboarding norms to build out a 30-90 day onboarding opportunity to cultivate and support your new employee’s path to success.

Proper onboarding isn’t just “here’s the company handbook, good luck!” It’s intentionally creating a supportive period for a new team member to get acclimated to the organizational culture and their duties.

In my latest article, I’ve laid out an action plan to onboard the best fit candidate for your job opening, starting with the job description itself.

​Read the article here!​

You’ll learn:

  • How to spot biased language in your job postings that deters the diverse, talented pool of candidates you’re trying to attract
  • How to use a hiring matrix to ensure equitable interviews for all candidates
  • What to prepare in advance of the new hire’s first day to ensure a smooth start to their new role in the organization
  • How to extend your onboarding process to nurture and support your new hire throughout their probationary period–and why this is crucial to your company culture

This is a must-read for HR professionals, executive leadership, and management at all levels. After you check out the article, come back and hit reply to let me know what most surprised you or what action you’re taking as a result of what you learned. (I love to hear from you!)

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PS. If you’re more of an auditory learner, there’s a podcast version too!
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Leaving Well in the Workplace

Naomi Hattaway, Founder and President

Your Leaving Well guide to navigating workplace transitions 🧡 I normalize workplace transitions one organization + person at a time. Leaving Well is the art + practice of leaving in the workplace, with intention + joy.

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