From "Good Luck" to Guided Growth: Why Onboarding is Crucial for Rural Community College Leaders

Effective Onboarding will help your new hires get off to a great start!

Think back to your first day in a new role. Was it an exciting, clear path to success, or did it feel like you were dropped into the deep end and told, "Good luck"?

I've been on both sides of that experience. One of my jobs was as an Economic Development Director in a small town. It was a two-person office, and the Executive Director position had been vacant for a while. My first day? The Board President met me, took me to the local radio and newspaper for interviews, then we got back to the office, he said, "It's good to have you on board. Good luck," and then he left. I was completely new to economic development, and in that small town, there weren't many people who could guide me. Thankfully, our administrative assistant was a lifesaver and helped me navigate critical contract negotiations that were already underway.

I bet some of you can relate to that feeling. Maybe you found a folder on your desk with a note saying, "We saved the last person's documents to help you figure out what to do." And your boss was probably swamped with their own projects, leaving you to fend for yourself.

But here's the thing: that's not the experience we want for our new employees, especially at our rural community colleges. In our close-knit environments, the success of each individual directly impacts the success of our institutions and the communities we serve. When you bring someone new onto your team, you need a plan. A solid onboarding process isn't just a nice-to-have; it's essential for their success and, ultimately, for the success of our college.

A Tale of Two Onboardings: Clarity vs. Chaos

My experience starting at Gallup was a complete 180. On my first day, I knew exactly where to go and what to expect for the first couple of weeks. I had a scheduled meeting with my boss and mentor right away, and they gave me a "scavenger hunt." This wasn't just a fun activity; it was a comprehensive guide that outlined every in-person training, video module, meeting, task, and concept I needed to learn in my first 90 days. Instead of uncertainty, I had incredible clarity on how to get started and a clear understanding of the expectations for my position.

This stark contrast taught me a fundamental truth: effective onboarding provides clarity, not just information.

The Power of a Checklist: Your Onboarding Roadmap

I'm a firm believer in using checklists that can be replicated. Think about it: airline pilots and surgeons, who perform critical tasks daily, use pre-checklists every single time. Why? Because even when you do something often, checklists ensure you cover all your bases and don't miss crucial steps. We don't hire new employees every day, so having a robust checklist is even more vital for us.

Let's walk through how you can create your own effective onboarding checklist for your rural community college. As you build it, keep these five larger themes in mind as pointed out in It's the Manager – they are the pillars of a truly successful onboarding experience:

• What do we believe in around here? (This is about immersing them in our college culture and values.)

• What are my strengths? (Help them understand their unique talents and how they can contribute to our mission.)

• What is my role? (Provide clear expectations and responsibilities from day one.)

• Who are my partners? (Facilitate building relationships and networks across the college.)

• What does my future here look like? (Discuss career development and growth opportunities within the institution.)

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Your onboarding checklist should be a practical tool that addresses these themes. It might include items like:

• Pre-First Day: Sending a welcome email, preparing their workspace, gathering necessary technology access.

• First Day: Introductions to team members and key stakeholders, overview of college mission and values, initial HR paperwork, tour of facilities.

• First Week: Meetings with key departments, introduction to essential software and systems, initial training on core responsibilities, setting initial goals.

• First Month: Regular check-ins with their supervisor and a designated mentor, opportunities to learn about different aspects of the college, progress review on initial goals.

• First 90 Days: Comprehensive performance review, discussion of long-term goals and professional development opportunities.

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The Payoff: Why Intentional Onboarding Matters for Our Community College Leaders

Onboarding can be challenging, but reflecting on my experience at Gallup compared to the McCook Economic Development Corporation, the difference is stark. At Gallup, after initial training, I was able to contribute early in my career and quickly understood and hit my key performance indicators. At McCook, while we had some early wins, there were certain aspects of my job and rural economic development that I didn't fully grasp until I had a couple of years of experience.

Interviewing is tough, but after you invest significant time ensuring you hire the right person for your rural community college, it's even more critical to invest in making that person successful. It takes more time and effort upfront to develop and implement a strong onboarding process, but it pays significant dividends by freeing up your time in the future, increasing employee satisfaction and retention, and ultimately making you, your team, and the entire college more effective. In our resource-conscious environments, investing in our people is the smartest investment we can make.

You don't need to come up with this from scratch! We've included a sample Onboarding template (go to the Open Educational Resources at the bottom). You can use and adjust for your specific needs. In addition, we've also included questions for those crucial supervisor conversations to support your success.

Take some time to set up a meeting with a colleague known for their effective leadership to learn from their onboarding experiences. By prioritizing thoughtful and comprehensive onboarding, we can ensure our new hires feel supported, empowered, and set up for success from day one, strengthening our rural community colleges for years to come.