Employee onboarding is a difficult topic for some to consider; it is also one that is frequently overlooked, even though it is an aspect of a business that requires careful attention and hard work.
Why devote so much time and effort to onboarding?
The Facts and Figures
The unemployment rate is at an all-time low, and statistics show that a positive onboarding experience has far-reaching benefits. A bad onboarding experience, on the other hand, promotes disconnection and disloyalty in the workplace, resulting in higher staff turnover and hiring costs, as well as a drop in productivity and total revenue. As a result, a bad onboarding experience should be avoided at all costs.
Despite the conclusions of experts who have realized that successful onboarding focuses on people, not paperwork, and physical training over processes, the average onboarding process involves 54 activities and 58 percent of organizations report that their progress focuses on processes and paperwork. A bad onboarding experience doubles the chances of an employee looking for another job, whereas a good onboarding experience increases new hire retention by 50%. Almost 20% of staff turnover occurs within the first 45 days of employment, demonstrating the importance of nurturing new employees for a longer period – many employers recommend a 90-day onboarding period! If you’re a manager, knowing that your employees can complete their tasks efficiently without constant supervision makes you happier and your job easier. Onboarding training that is both effective and efficient can assist you and your team in accomplishing this goal.
Read Must-Have Qualities To Consider In Hiring An Engineer.
How to Go About It
You might be wondering how a successful employee onboarding procedure can be accomplished with all those facts and figures in your head. Consider the following tips for welcoming new hires and assisting them in achieving success:
- Allow the new employee to get a feel for the work environment. If your company uses a hybrid model that includes both virtual and in-person meetings, make sure the onboarding process reflects this. Allow the new employee to work in a variety of settings so that they can fully appreciate the company’s environment while also learning about the company’s cultures and values.
- For the first 90 days, assign a partner. The recruit will have someone to turn to if he or she has any questions or concerns, thanks to the company and the assistance of an experienced employee. It will also allow long-serving employees to interact with new people.
- Make a weekly itinerary part of your plan. This will assist the new employee in comprehending what is expected of them and what they must learn during the onboarding process.
- Make it unique. Each new hire is unique, which is why you hired them in the first place. As a result, a successful onboarding plan isn’t “one size fits all” – tailor it to each new hire so that they can quickly become a valuable member of your team.
- Assist them in making the cultural transition. Onboarding entails a lot more than just technical instruction. Prepare to give the new employee the resources and relationships they’ll need to function as part of your team by teaching them about the company’s cultural norms.
- Give them a sense of where they want to go in the company. New employees must see themselves as part of the company’s long-term future, so assist them in discovering real life in your organization. Allow them to hear stories from other employees and see how they can contribute to the company’s future.
- Set up meetings for them to meet with key members of the team. When you’re a new employee, it’s difficult to know who to turn to for help with various issues. Don’t leave it up to chance; take the initiative to introduce employees to the various members of staff they’ll need and meet during their time at your company. Give them the tools they need to do so by providing them with communication devices like a phone, a computer, software, or an email account.
- Assign a mentor to them. Both parties will benefit from a relationship between a long-serving employee and a new hire. The seasoned employee will bring a wealth of knowledge, while the newcomer will bring vigor and enthusiasm.
The Remote Approach to Onboarding
The COVID-19 pandemic has caused a significant shift in business and workplace methods and norms, and employee onboarding is no exception. Is it possible to provide virtual onboarding as the work-from-home trend grows?
- Assist the recruit in establishing a dedicated workspace. Ship the necessary equipment, give clear instructions on how to set it up, and help them set up everything they need to get started. Set up a video call with someone from the IT department who can assist them. This will alleviate a lot of the technology-related anxiety that many new employees experience.
- Even if it has to be done virtually, introduce them to the team. New employees need to know who they’ll be working with to feel like they belong and to be valuable members of the team. Set up a virtual lunch meeting for the recruit so that they can meet new people and feel like they belong.
- Make a buddy system for yourself. A buddy system is effective in both physical and virtual workplaces. Even if their workplaces are spread across the country, this type of system will encourage openness and communication, allowing recruits to express concerns, ask questions, and feel like a team players.
The technology of onboarding software is a valuable asset in developing a successful employee onboarding process. These types of systems can expedite onboarding without sacrificing quality, allowing you to build a strong, successful, and well-qualified workforce without the hassle and stress of manually tracking progress. It also gives new employees a sense of belonging and ensures that they have access to all of the information they require as they adjust to their new role and company.
Learn more from business and read When it comes to hiring a virtual assistant, here are five things to keep in mind.
