Bromford’s 12 Step Onboarding Process

 Bromford’s 12 Step Onboarding Process

  1. Welcome email

  2. Granted access to an onboarding portal

  3. Assigned a mentor/buddy

  4. Welcome from hiring manager 

  5. Welcome kit 

  6. Detailed onboarding schedule 

  7. Teach company values, statement, mission, etc. 

  8. Structured first day(s) 

  9. Consistent managerial check-ins 

  10. Access to training and development courses 

  11. Monthly goal tracking (30/60/90)

  12. Feedback loop


Most Important Steps:

  • Assign a mentor/buddy - This allows for the new hire to be less disconnected from the team and ensures they have someone dedicated to guiding them. 

  • Access to training and development - Employees need training and room to grow or they come in confused, unskilled, or unmotivated

  • Monthly goal tracking - This is so that employees and employer can adjust to what works best 

  • Feedback loop - Would include meetings with the manager already which overlaps with number nine, it also makes it so that businesses are constantly trying to improve the onboarding process. 


Reasoning: 

There are three things people need to feel grounded in a new job; people who are on their side, information on what they are supposed to be doing, and reassurance. Assigning a mentor or a guiding peer to new hirers is standard for introducing them to the job, environment, pacing, and people. It guarantees that they are socially welcomed and have a resource of experience to tap into. A mentor is just as much about the social aspects as informational. Training and development are the core of what makes a business work as people need to progress or they burn out, cause turnover, or become less informed. To keep a business afloat you need to keep your employees and have quality employees. This means driven, competitive skills, and opportunities need to come from within the company. Showing a new hire what the company can do for them is important. Feedback and monthly goal tracking are two very different types of reflection as one is focused on the employee and the other on the employer. Having only one without the other is short sighted and can lead to larger problems in the onboarding process. It is important to keep accurate and thorough reviews for both sides to succeed. 


Reflection: 

My personal experience with onboarding has always focused around the first eight items minus a welcome kit but then basically nothing in the second half of the list. Which I feel is pretty standard for the types of jobs I have had - restaurant industry, retail, childcare, security. For larger corporations this seems to be the standard for entry level positions. For the most part I had a good understanding of what the job was before I got there so it was not that upsetting. Disappointing maybe, but realistically they offered me what they could and I agreed to work. If I was aiming for a longterm job my reaction would have been very different.


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