Onboarding is a critical process for any organization bringing in new employees. Its impact extends beyond simple orientation but influences employee retention, productivity, engagement, and overall well-being of the individuals and the whole company.
The essential role of Onboarding
It is said that getting your bearings and feeling comfortable in a new position takes between 3 and 6 months. The length of that adjustment period can be impacted by many factors, including previous experience, the company culture, and its Onboarding.
With a relevant and thought-through onboarding process, a company can expect to see/send out:
- Clear expectations: by reviewing the new position’s responsibilities and performance expectations from the start, the company avoids confusion later on.
- Enhanced engagement: As the first impression of how the company is run, a good onboarding with a well-structured process gives the new employee a positive start and higher job satisfaction, which is linked to greater engagement.
- Accelerated productivity: with clear instructions and resources from day one, the new product will reach its productivity peak faster. Some studies even show that productivity can increase by 70%!
- Strengthened company culture by being clear about the company’s mission, values, and culture from the start.
2 Why should mental health be introduced early
Introducing the company’s mental health initiative and culture early in the onboarding process is crucial.
An alarming number of employees are unaware of their companies’ mental health initiatives. A recent survey in the UK shows that about a third of employees only seem to be aware of what their management has put in place regarding mental health support. By making your mental health resources fully part of your Onboarding, you will help:
Set the Tone for a Supportive Culture
While the recruitment process is your real first impression, Onboarding is the first impression within the company. It is crucial for you to show that you live by the values you preach in your communication and establish your norms and rules.
By making mental health an essential part of Onboarding, you signal to your staff that psychological well-being is a core value, not a “Good to have” perk.
Promote Early Engagement and Utilization of Resources
Onboarding is when your latest hires will be most attentive to all available resources. By clearly introducing them to the available mental health programs and workshops, they will be more likely to engage and take advantage of them when needed later on.
Reduce Anxiety and Overwhelm for New Starters
It also shows that the company understands that stress and anxiety are normal emotions, especially when starting a new position, and that there are clear pathways for support to help new hires feel more at ease.
Encourage Open Communication and reduce stigma.
Talking about mental health early on will show the staff that there is nothing to be ashamed of in the work environment. This will encourage everyone to be open about their challenges and foster trust and resilience in the team.
Attract and Retains Top Talent
As we have seen several times, mental health at work is not a perk anymore but a business-critical topic. The latest generation to reach the workforce, Gen Z, is especially attentive to its mental health. Indeed, A 2024 Forbes article shares that 92% of graduates prioritize workplaces where mental health is openly discussed. A strong mental health culture will give your company the edge in retaining and attracting new talents.
3 Best Practices and Considerations for Tech Newbies
Onboardings should not be rushed. They are not done after a day or even a week. It takes much longer for new employees to feel fully onboard.
Onboarding is a month-long process with regular touchpoints.
Start during the hiring process.
You do not get another chance to make a good first impression. From the moment the talent sees your job ad, they start forming an opinion about your company. By including your mental health initiatives and benefits in your job descriptions, adding a paragraph about the importance of mental health as part of your values and ethos and mentioning during the interview process, you show potential hires that mental health is essential to you.
2. Create a Mental Health Resources Pack
Have a dedicated handbook or at least a section in your onboarding handbook dedicated to mental health with all the details about the flexibility and adaptations policies, the resources around app logins and access, third-party support, helplines and buddy program referent. Do not forget to remind about privacy and confidentiality.
3. Have a dedicated onboarding for mental health
While the pack is essential, it is not enough. You need to engage your new employee beyond flicking through a document by organizing proper modules, workshops and one-on-ones throughout the first 6 months of new hires specifically designed to address mental health issues specific to the tech industry, such as burnout, stress and anxiety, imposter syndrome…
The tech industry is known to often be in the top 5 sectors with the highest rate of mental health issues, and this, even before COVID. Employees getting into their first tech job are especially prone to imposter syndrome, isolation, and burnout. That is why addressing mental health as early as possible is essential to combat stigma and introduce healthy habits from day one.
Morgane Oléron
