Successful onboarding isn’t just about familiarizing new hires with tasks and procedures.

Bosses and new hires both need feedback straight from the source.

It’s also about helping them to develop a holistic understanding of your organization and their place within it. The six Cs of onboarding are interlinked gears in the engine that drives job satisfaction, performance, and retention.

Here, we’ll define each component, provide actionable tips, and note some worst practices to steer clear of.

1 Compliance

This first and most fundamental element of onboarding equips new hires to promote a safe and ethical workplace.

Action items:

• Prioritize preboarding. Send handbooks, contracts, and forms before their first day to expedite the process.
• Opt into digital ease. Use fillable electronic forms to speed up tasks and minimize manual errors.
• Equip the workspace. Make sure they’ve got the tech and resources they need to hit the ground running.

Pitfall to avoid: Assuming that paperwork is understood just because it’s signed. Dialogue and assessment are critical.

2 Clarification

The aim here is to give new employees a complete picture of their responsibilities and opportunities.

Action items:

• Provide a road map. Share a comprehensive onboarding plan so they know what lies ahead.
• Demystify roles and goals. Provide an organization chart and clearly define key performance indicators (KPIs).
• Link tasks to visions. Help them understand how they’re contributing to the company’s overall objectives.

Pitfall to avoid: Assuming that paperwork is understood just because it’s signed. Dialogue and assessment are critical.

3 Confidence

By boosting new hires’ self-efficacy, you’ll make them a happier and more productive part of your team.

Action items:

• Engage through experience. Enable tailored training and hands-on experimentation as soon as possible.
• Don’t overwhelm. Starting a new job can be like drinking from a firehose, so keep expectations reasonable.
• Celebrate successes. Take the time to recognize and applaud progress toward early-stage milestones.

 Pitfall to avoid: Underutilizing employees’ strengths. They should adapt to the role, but the converse is also true.

4 Connection

Fostering positive relationships from day one helps newcomers feel valued and collaborate effectively.

Action items:

• Assign a mentor. An experienced buddy who’s outside their chain of command can be a valuable resource.
• Involve everyone. Use the arrival of a new hire as an opportunity for broader team-building initiatives.
• Focus on face-to-face. Workers can get isolated, so embrace video chats and virtual events.

 Pitfall to avoid: Neglecting inclusion. It’s not just a corporate buzzword – it’s the foundation of an effective workplace.

5 Culture

Go beyond standard operating procedures and demonstrate your organization’s foundational values.

Action items:

• Give history lessons. Immerse your new hires in your unique brand story – and make them feel part of it.
• Make it explicit. Culture may not be a tangible asset, but it can and should be clearly articulated.
• Lead by example. Make sure your leadership walks the walk and rewards the right behavior.

 Pitfall to avoid: Aiming to be “like a family.” Your employees already have families – they want meaningful work.

6 Checkback

This is an ongoing process with two goals: nurturing new hires’ growth and optimizing your onboarding protocols.

Action items:

• Keep your doors open. Foster a culture of honest and respectful communication from the get-go.
• Structure the system. Establish a consistent cadence for check-ins and procedural reviews.
• Leverage meaningful metrics. Measure learning and engagement with a variety of indicators.

Pitfall to avoid: Relying on indirect feedback. Bosses and new hires both need feedback straight from the source.

Putting It All Together

Supervisors must understand that the six Cs of onboarding aren’t sequential steps. Instead, all these elements should come into play in preboarding, orientation, training, and beyond.

Plus, once your new hires are solidly onboard, you can revisit these insights to keep them growing in their careers.

Start Smart

For individualized guidance on optimizing your operations, consult your financial institution.

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