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Onboarding new hires as a line manager

August 3, 2020

Onboarding new hires as a line manager

Onboarding new employees is one of the best ways to make them feel comfortable and improve their engagement with your organization. Unfortunately, a high number of organizations do not have successful onboarding practices. In a recent survey by HubSpot, 40 percent of respondents said their organization’s onboarding process was less than par. 

While designing and building a strong onboarding program is important. It is also crucial to help your leadership implement the program. Your line managers will be a key part of the onboarding process. That is why they must understand their role, the onboarding program and what is expected of them. 

Benefits of onboarding

Having an onboarding process for your new hires has several benefits for everyone in your organization. These include:

  • Productivity - When a new employee clearly understands their position and role within your organization, they will be more productive. Statistics found that 78 percent of organizations that invested in their onboarding process saw an increase in revenue over the prior year

  • Retention - High turnover rates can be costly. Engaging employees early with an onboarding program helps improve retention rates by making new hires feel connected with your company. 

  • Education - There can be a lot of information that new hires need to be successful within your organization. However, you don’t want to overwhelm them on their first day or even their first week. It is much better to pass this information along through an onboarding process that extends over the first weeks and months of your new hire’s time with your company. 

  • Consistency - If your organization has an onboarding process, no one will have to wonder what your new hires are being told. A formal process for helping them adjust to your organization is the best way to provide them with consistent and important information. 

  • Company culture - Employee engagement and commitment to your organization will be enhanced through an onboarding process. This, in turn, will lead to a more positive atmosphere for your work environment. 

For an onboarding process to work its best, it requires that several key players get involved. Leaving onboarding to just one person in the company is not fair nor the best way to get the most from the process. If your organization wants to reap all the benefits that come with a successful onboarding process, it will require a team effort. That being said, line managers play a key part. 

Line manager role in the onboarding process

A line manager is a leadership position in the company and a middle managerial role. They are usually directly responsible for an employee or group of employees. These individuals may not have any direct say in the organization’s onboarding process. However, they are a key player when it comes to putting it into practice. The success of an onboarding program can be greatly impacted by the actions or inaction of your line manager. 

Line managers are the ones that your new employee will become most familiar interacting with regularly. So, it makes sense that a line manager plays an important role in the onboarding of new employees. Moreover, a line manager will usually see your new employee on a day to day or weekly basis. They can be your eyes and ears to see how well your new hire is adapting to the company. 

Onboarding tips for supervisors

There are a variety of ways that managers and supervisors can help create a great onboarding process for new hires. But before the can be an asset to the program, they will need some support. Here are some tips to help line managers become onboarding superstars. 

  1. Have a plan. Your organization’s onboarding process should have a strategy. That is, don’t just expect managers to make it up as they go along. There should be some clear direction given to supervisors about what is involved in your organization’s onboarding process. Better yet, they will have first-hand experience with the program by having gone through it themselves. 
  2. Sell it. Like any other initiatives that your organization takes, you will need to let others know about the benefits. That includes the benefits for them and the organization as a whole. It is helpful if you have some metrics that you can measure or some statistics you can share that underline the importance of great onboarding programs. 
  3. Training. Along with having a plan and some direction for line managers, to have a successful onboarding process, some training may be needed. Be sure that your supervisors clearly understand the program and protocol when it comes to onboarding new hires. If you use tech tools in your onboarding process, be sure that line managers understand how these tools work. 
  4. Break down the tasks. You may find it useful to use a checklist to keep track of everything that needs to be done throughout the onboarding process. Because the process can last a long time, it is a good idea to keep track of completed tasks so that your line managers know what needs to be done next. 
  5. Feedback. Line managers should be able to offer feedback about the onboarding process or their frustrations. This information could be valuable when it comes to improving the program or helping managers deal with issues that arise during the onboarding process. 
  6. Mentoring. Supervisors will need some support during the onboarding process. That is why it is a great idea to pair your new hire with a mentor. This individual can be there if your line manager cannot. Moreover, connecting your new employee with a mentor can reduce your turnover rate and improve engagement within your organization. 

If your organization is looking for ways to build a successful onboarding program, Together can help. Book a demo to find out how our tool can simplify the onboarding process for your new hires. 


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