How to create a Google-Style New hire Onboarding Experience for Your Company

Why Well-Thought Onboarding Matters

A strong onboarding process:

• Reduces employee turnover.
• Enhances productivity.
• Instills company values.
• Ensures compliance with company policies.

Step 1: Preboarding—Setting the Stage Early

Engage Before Day One

Google engages new hires even before their official start date, creating a seamless transition into the company. You can achieve this by:

• Sending welcome emails with detailed information about what to expect on the first day.
• Sharing engaging content like videos about the company’s culture and values.
• Providing access to an online portal where new hires can fill out necessary paperwork and learn more about their new workplace.

Preparation for Managers

Equip managers with a checklist of pre-boarding tasks. These should include reaching out to new hires, introducing themselves, and providing an overview of what the new hire can expect. Gentle reminders, or “nudges,” ensure these tasks are completed on time.

Tools You Can Use:

• Automated Emails: Tools like Mailchimp or your HR software can schedule and send automated welcome emails.
• Online Portals: Use platforms like Zavvy to create a centralized hub for preboarding activities.

Step 2: Orientation—Making the First Day Special

Create a Memorable Welcome

Google’s first-day experience is designed to make new hires feel valued and excited. Recreate this by:

• Hosting a warm welcome session with key team members.
• Providing a tour of the office (or a virtual tour for remote employees).
• Ensuring all necessary equipment and software are set up and ready to use.

Engage and Inform

Introduce new hires to the company’s mission, vision, and values through engaging presentations and interactive sessions. Include ice-breaking activities to help them get to know their colleagues.

Tools You Can Use:

• Presentation Software: Tools like PowerPoint or Prezi for engaging presentations.
• Virtual Tour Platforms: Use virtual tour software like Matterport for remote employees.

Step 3: Training and Development—Equipping New Hires for Success

Structured Training Programs

Google provides comprehensive training that covers technical skills, compliance, and company policies. Develop a structured training program tailored to the specific roles of new hires.

Mentorship Programs

Assign a buddy or mentor to each new hire. This person can provide guidance, answer questions, and help the new hire navigate their new environment.

Tools You Can Use:

• Learning Management Systems (LMS): Platforms like Moodle or Coursera can deliver structured training programs.
• Mentorship Matching Software: Use software like Together to pair new hires with suitable mentors.

Step 4: Integration and Socialization—Building a Sense of Belonging

Foster Relationships

Google emphasizes the importance of building relationships. Organize regular team-building activities and social events to help new hires connect with their colleagues.

Regular Check-ins

Schedule regular one-on-one meetings between new hires and their managers. This provides opportunities for feedback, addressing concerns, and ensuring new hires are settling in well.

Tools You Can Use:

• Team-Building Platforms: Platforms like TeamBonding offer a variety of team-building activities.
• Meeting Scheduling Tools: Use tools like Calendly to schedule regular check-ins.

Step 5: Continuous Feedback and Development—Ensuring Ongoing Success

Set Clear Expectations

Google sets clear expectations for new hires through OKRs (Objectives and Key Results). Implement a similar system to help new hires understand their goals and measure their progress.

Encourage Feedback

Create a culture of continuous feedback. Regularly check in with new hires to gather their input on the onboarding process and their experiences so far.

Tools You Can Use:

• OKR Software: Tools like Asana or Workboard to manage and track OKRs.
• Feedback Tools: Platforms like SurveyMonkey or Typeform for collecting feedback.