Episode 31: Transform Your Onboarding Experience with Scott Mastley
Nearly half of all employee turnover occurs within the first 90 days of employment. Scott Mastley believes that this is largely due to a lackluster onboarding experience that begins far too late and ends far too soon. In this episode, we learn about Scott’s definition of onboarding and why this experience is absolutely essential to your new employee’s success and, thus, your company’s success. Watch and listen below, or check out the transcript if you prefer to read for retention!
Revolutionizing Onboarding: Insights from Scott Mastley, SPHR, CHRO of Thread
On a recent episode of the Get Unstuck and On Target podcast, host Mike O’Neill of Bench Builders had the pleasure of speaking with Scott Mastley, SPHR, the Chief HR Officer of Thread. Scott leads Thread Engage, an HR consulting service dedicated to helping businesses create high-performance, high-culture workplaces. Their conversation delved into the critical role of onboarding in reducing turnover and building stronger teams.
The Cost of Poor Onboarding
Mike began by noting a common issue: many companies excel in interviewing candidates but falter once the offer is made, particularly during onboarding. This lapse can be costly, as over half of employee turnover occurs within the first 90 days.
Scott shared his definition of onboarding: “It’s the entire experience—from recruiting and job offers to the first day and beyond. Onboarding is about bringing people into your organization successfully and setting them up for long-term success.” He emphasized that onboarding starts before a candidate even applies and extends well beyond the first day.
Onboarding as a Competitive Advantage
“Many companies simply copy and paste a job description onto a job board,” Scott noted. “But what candidates really want to know is: What is your company about? What is your purpose? What will I gain by joining you?”
Scott advised treating recruiting as a marketing opportunity to showcase the company’s culture and values. This intentionality not only attracts the right candidates but also sets the tone for a successful onboarding experience.
Building High-Performance, High-Culture Companies
Thread’s mission is to help companies achieve high performance and strong cultures. Scott’s role at Thread Engage involves partnering with HR professionals or office managers to offer resources, audits, training, and peer support. “We help clients build HR programs that are functional, efficient, compliant, and aligned with their goals,” he explained.
The name “Thread” reflects the company’s goal of weaving engagement into the fabric of workplace culture. “We aim to eliminate the ‘us versus them’ mentality between management and employees,” Scott said. “Our goal is transparency and collaboration.”
Key Elements of a Great Onboarding Program
Scott outlined essential steps for effective onboarding:
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Prepare Before Day One:
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Send a welcome email detailing what to expect on the first day, including start time, dress code, and schedule.
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Provide information about lunch plans or any items they’ll need.
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Gather personal details like shirt size or favorite snacks to make the experience personalized.
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Design the First Week with Intention:
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Include introductions to team members, department overviews, and training on tools and processes.
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Schedule social interactions, such as breakfasts or happy hours, to build camaraderie.
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Set Clear Expectations:
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Outline immediate goals for the new hire, such as logging into systems or meeting specific team members.
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Discuss growth opportunities and the path to advancement from the start.
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Encourage Feedback:
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Conduct 30-day reviews to ask, “Are we who we said we would be?” and learn from new hires’ honest insights.
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Use their feedback to refine the onboarding process.
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Onboarding in a Virtual World
The pandemic has forced many companies to adapt their onboarding processes for remote employees. Scott shared how Thread has risen to the challenge:
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Virtual Engagement: Schedule video meetings for one-on-ones, department overviews, and team introductions. Send swag and gift cards for shared virtual lunches or happy hours.
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Increased Communication: Frequent check-ins ensure clarity and connection, compensating for the lack of in-person interaction.
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Structured Processes: Remote onboarding demands meticulous planning to ensure every step is accounted for and executed seamlessly.
A Focus on Authenticity
Scott emphasized the importance of authenticity in today’s hiring landscape, especially when appealing to younger generations. “Be genuine about your company’s culture and purpose,” he advised. “People can see right through attempts to be something you’re not. Attract candidates who align with who you truly are.”
Continuous Improvement
Thread Engage uses feedback from new hires to refine their processes. One unique aspect of their onboarding is a “culture project,” where new employees present their understanding of Thread’s culture. “This helps us identify gaps and ensure our culture is resonating as intended,” Scott explained.
Final Thoughts
Scott’s advice for businesses aiming to improve their onboarding process is simple: “Be intentional. Have a plan. Don’t be afraid to do things differently than everyone else.” By prioritizing onboarding, companies can reduce turnover, foster engagement, and gain a competitive edge in attracting and retaining top talent.
For more insights or to connect with Scott Mastley, visit threadhcm.com or email him at smastley@threadhcm.com.
