It can be difficult to feel confident on the first day of a new job, but when a team goes out of its way to connect with new hires, first-day nerves are easily quelled.
For new hires, the first few weeks on the job entail a significant degree of learning, relationship-building and trying new things — all tasks that require self-confidence to execute properly. Additionally, the office is a social place, and new hires need to feel confident about whom they should be relying on for training and asking questions.
Introducing a mentor — or a network of key teammates — is one way that businesses are empowering new hires in the onboarding process. Mentorship is a highly impactful confidence booster as well as a helpful relationship for employees keen on developing their careers. Research aggregated by PushFar notes that 87 percent of mentees said their mentoring relationships have helped them develop a stronger sense of self-confidence, and 97 percent of mentees believe their relationships with mentors are highly valuable.
Built In spoke with two recent hires about what made their onboarding experience successful — and how a strong culture of mentorship helped them feel confident in their first weeks on the job.
DISQO is an audience insights platform and brand and advertising service provider that boosts business growth for its customers.
Tell us about your experience with the onboarding process at DISQO.
The onboarding process at DISQO was extremely organized and thorough. I had a step-by-step spreadsheet outlining self-training tasks to complete along with a list of peers to reach out to for introductions. My colleagues also scheduled various training sessions to help me acclimate. Clear guidelines were provided for what I needed to achieve by the 30-, 60- and 90-day marks. Additionally, I received specific training on foundational methodologies, which equipped me to engage with clients confidently. Overall, the support and structure made for a smooth transition into my role.
How did the onboarding process contribute to your understanding of the company culture, values and expectations?
The onboarding process was very clear and structured in explaining the company culture, values and expectations. I found all the training programs and resources helpful, but the mentorship opportunity stood out the most for me. I connected with my mentor instantly; she’s available 24-7 and has even joined my client calls to provide support in case I encounter questions I can’t answer. This level of guidance has been invaluable in helping me adapt and succeed.
What about your onboarding experience was different from past experiences starting in a new role? What do you think made it so effective?
DISQO’s onboarding organization is different from the experiences I’ve had with other companies in the past. Previously, I was often thrown into the work, which created a lot of stress as I learned on the job without much structure. At DISQO, I have several spreadsheets detailing the steps I need to take and the training I need to complete before diving into client projects. With my mentor and manager available to support me every step of the way, the onboarding process feels much more structured and effective, allowing me to build my confidence as I prepare for my role.
“With my mentor and manager available to support me every step of the way, the onboarding process feels much more structured and effective.”
First Entertainment Credit Union is a not-for-profit financial services company that supports creators of entertainment.
Tell us about your experience with the onboarding process at First Entertainment Credit Union.
As a new member of the credit union, I was slightly nervous about how my first few weeks were going to go. I had no prior background in the credit union world and was coming from a completely different background. I was pleasantly surprised to find out that every person at this company would guide me and support me through this journey. From the security guard to the CEO, everyone was willing to answer questions and have candid conversations.
“From the security guard to the CEO, everyone was willing to answer questions and have candid conversations.”
I went through a two-week course that offered a thorough debrief about the company culture, the value this credit union places on its members and the impact we have as teammates to build a united team. We took additional online courses that also informed us of the knowledge needed to be an ethical and experienced banker and prevent any damage to our members or company. Every person I would interact with on the job, I got to meet within the first week of on-the-job training. It was a very seamless experience from technical setup to training.
How did the onboarding process contribute to your understanding of the company culture, values and expectations?
From a company culture and values perspective, it showed me how closely the people at this company align with the values. During my orientation, we went over the core values and the history behind them. It was taught to us that the core values were actually constructed by the people at this company. I didn’t necessarily believe that until I went on the executive floor and there was a big blowout of our core values along with every signature of every person in this credit union. I think that really set my expectations for the culture and values this company stood for.
I thought it was incredibly helpful to learn about the construction of the company values and understand that the people here really agreed upon and embodied those values as well. The training programs for me were extremely valuable to understand the credit union as a whole. With no prior experience, it allowed me to get a full working knowledge of the credit union industry as well as the way First Entertainment operated as a Credit Union.
What about your onboarding experience was different from past experiences starting in a new role? What do you think made it so effective?
This was the first onboarding experience that I did all in person. I went into the company as a hybrid position, so I was a little weary about coming into the office every day for the first two weeks. But I think that really impacted the overall effectiveness of the onboarding and training. You really got a grasp of the people, and I had an amazing time with my cohort.
By the time we got to our last day of training, we didn’t even realize it had been two weeks! I met all the staff in HQ within the first few days, I got to attend a few company events and was able to get a better understanding of the company by having impactful conversations with my new colleagues. I can honestly say that the people are what made it different from previous experiences. It is one thing to say that you are this and that and it is another thing to actually see it in real time. I am extremely proud to be a part of this team.
