Tips for Onboarding New Allied Healthcare Employees

September 1, 2017

Tips for Onboarding New Allied Healthcare Employees

As healthcare work environments become increasingly fast-paced, it’s important to improve your onboarding process and better prepare new employees for their positions. The first 90 days of employment is critical to building rapport between recent hires, their coworkers, and management. Effective onboarding requires time and planning to ensure your team’s training aligns with your organization’s mission and culture.

Here are some ways you can improve the onboarding process of your new allied healthcare employees.

Establish an orientation program for new employees.

All new employees should be given the information they need about your organization’s protocols and practices. This should include an employee handbook with a complete guide to your organization’s policies. It’s also important to educate your new allied healthcare employees about your facility and patient population, as well as job responsibilities. Set up a standard orientation process where you introduce all of this information. You can provide it in a PowerPoint presentation, an online course, or a few sections at a time during the first week. Whatever way you build your new orientation program, be sure your new employees feel comfortable learning, asking questions, and engaging in the material. It’s also helpful to make this information available electronically, such as on your organization’s internal website, or intranet, so employees can access the information easily, and so you can update as-needed.

Develop a mentorship program.

Ideally, every new employee should be assigned a mentor so they can ask questions and gather all the necessary information associated with their role in the organization. A mentorship program can be impactful for several reasons. First, assigning a mentor to a new employee will give them access to someone within the organization they can immediately trust. Your new employees can also rely on their mentors as a source of ongoing guidance and support, helping them adjust to their new work environments. Additionally, a mentorship program helps promote a culture of teamwork and comradery, which can have an  impact on employee morale and retention. Mentoring could be as informal as shadowing another staff member as they complete their daily tasks—or as formal as following a checklist of established goals, meetings, and evaluations.

Measure onboarding outcomes.

Make a habit of measuring your onboarding program’s outcomes. You can only adjust and improve once you understand what’s working and what’s not. One way to measure effectiveness is by gathering feedback from internal surveys. For example, survey results may reveal that participants want more content on relationship-building with coworkers. Being able to constantly adjust and adapt to the needs of your new employees is important for building a team aligned with your facility’s goals. Implementing short surveys of all new hires at critical milestones will help you collect timely feedback and adjust your onboarding practices as you identify opportunities for improvement.

Remember, your employees are your greatest asset, and it’s important to treat them well from the very beginning. Giving employees the foundational tools and training they need to succeed can set them up for long-term success and allow them to reach their greatest potential.

Share:

Tagged with: , , ,

About the Author

Suzanne Merrick

Suzanne Merrick is a regional manager of strategic partnerships at Ultimate Medical Academy. Prior to joining UMA, Merrick held the role of Texas Regional Representative at West Coast University. She also served as the Market Manager for National Accounts for twelve years at the University of Phoenix. In addition to her higher education background, she worked in the staffing arena for seven years for Kelly Services. Suzanne holds a Bachelor of Science in Management degree from the University of Phoenix.

The views expressed herein are those of the author and do not necessarily reflect those of Ultimate Medical Academy.

The UMA Blog covers information and advice for employers and workers at the intersection of healthcare, education and employment. Our contributors are intimately familiar with a wide range of subjects covering professional development, career advancement, workplace politics, healthcare industry specific topics, personal finance, education and so much more. Learn what you need to get ahead and stay ahead.

Write for The UMA Blog

Let’s talk about it.

You probably have questions. We definitely have answers.

Complete this form and we’ll email you info on how to get started at UMA, financial aid, selecting the right program, and connecting with other students. We’ll also give you a call to ensure all your questions are answered so you can make the right choice.

By clicking the Request Info button, you agree to be contacted by phone, text message, or email via automated systems by Ultimate Medical Academy about your education at the phone numbers you provided above, including any wireless number(s). You are not obligated to agree to automated contact to enroll.  Note that even non-automated calls are recorded for quality assurance. Message frequency may vary. Ultimate Medical Academy’s Privacy Policy and Short Code Terms and Conditions.