Note: This post is an excerpt from our sister site, The Best Team Wins. Visit TBTW for the full post, or subscribe to the weekly podcast on building your best team.

Employee onboarding, also known as organizational socialization, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective members of your organization. To optimize this process for your company, ask yourself whether or not you’re covering the three critical components of a new employee onboarding program.

Organizational Clarity

Are you providing organizational clarity? Many new hires are thrown into the deep end of the pool, without a full understanding of how their role fits into the larger mission of the organization. Missed here is the opportunity to connect the dots for your new team member: what’s the big picture, and how do they play a role in the achievement of the company’s long-term strategy?

To provide organizational clarity for your new hire, make sure they can answer the following questions:

  • What is management’s long-term vision for this company, stated in 30 seconds or less?
  • What is management’s financial strategy to ensure the company is resourced properly to achieve its long-term vision? (VC financing, debt, reinvesting profits, etc.)
  • What’s working in the business right now?
  • What’s not working in the business as well as it could or should be?
  • What is the high-level organization chart of the company? (by function/department, by role)
  • What will the next three years look like if we are successful?
  • What are management’s top priorities for this year, and for this current quarter?

Learn about the other two critical components of new employee onboarding over at The Best Team Wins and sign up for the weekly podcast.

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