Employee onboarding is the combination of activities and interactions that new employees take part in with the purpose of getting them up-to-speed in their new role and acclimated in the organization. The time and attention an organization gives to the onboarding process can have a long-lasting impact on the effectiveness and tenure of new employees. Research conducted by Glassdoor found that effective onboarding can improve retention by 82%. Similar research shows that a negative onboarding experience results in new hires being two times more likely to look for other opportunities. Depending on an organization’s approach to onboarding, the full experience can typically last any where from 1 week to 6 months. No matter the length of the onboarding process, there are a few actions that can be taken to ensure the process is seamless and effective.
Ensuring employees get all of the required training they need in the first 3 to 6 months can make a significant difference in their ongoing performance. Additionally, this onboarding time is going to greatly impact their perception and commitment to the organization. Many people think of onboarding as the time spent completing paperwork and setting up systems. This is an important part of the process, but it should not be the complete focus. Ample attention should be placed on activities that highlight the organization’s best cultural aspects. These activities are what bond employees to the organization and make them feel like a true part of the team.
One of the most difficult parts of onboarding new employees is sticking with the plan that has been established. We have all hired that new employee with every intention of giving them undivided attention to show how important they are to the team. Then the unexpected issues start popping up at the worst times. We allow priorities to change, modify schedules, and involve people that are unprepared. All of these deviations from the plan lessen the quality of the onboarding process. These deviations and distractions can also give new hires the impression that their position with the organization lacks value.
When new staff start with the organization, it is important to have their systems set up and equipment ready to go, but it is equally important to ensure that people such as their manager, trainers, and co-workers are prepared for their arrival. Any staff involved in the onboarding process should know well in advance that they are going to be a part of the process, so they can reserve time for their responsibilities. Staff involved should receive training on how they can most effectively contribute to the onboarding of the new team member. They should also know important aspects about the company and benefits offered, so they can constantly reinforce that information.
For more information about onboarding best practices or questions related to the topic, please contact Adam Hoffman or give him a call at 847-956-1040.
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