We’re here to build the TCU team. Onboarding helps create a strong sense of belonging and engagement from the very start of your time here.
Helps new employees fully contribute more quickly.
Improves overall job satisfaction.
Builds a more cohesive team and raises team productivity.
Helps increase new employee retention.
Reduces high turnover costs.
What’s a supervisor’s role in onboarding?
TCU’s managers and leaders are critical for the onboarding experience and success
of new employees. It’s important to remember that you are their first point of contact
beyond HR’s recruiting team. What you do and how you do it sets the tone and creates a strong first impression; from showing up for their first lunch to preparing
their workspace in advance.
Your new employee will be looking to you for guidance regarding when to attend orientation,
first priorities, the associates they need to meet with and more. Everyone you hire
provides a unique opportunity to make a difference at TCU.
You should prepare and plan to onboard for the first 90 days of your new hire’s TCU
experience.
Bring your new employee up to speed on the policies, processes, culture, key relationships,
expectations, and day-to-day responsibilities of your department/unit.
Make new employees feel welcomed and engaged; confirm why they wanted to be a part
of TCU.