Employee onboarding is the process by which employees are hired, oriented, brought into the culture of an organization and absorbed in their new roles. The idea behind employee onboarding is to get them to engage in the new job efficiently.
According to a report by The Recruiting Roundtable, effective onboarding programs improve employee performance by 11.5%. Stressing on the impact of employee onboarding programs on a company’s revenue, The Boston Group found that efficient onboarding programs have led organizations to earn 1.9 times the profit margins and 2.5 times the profit growth compared to poor onboarding processes.
Onboarding definitely has an impact on various aspects of the organization. Here are 10 tips for successful employee onboarding.
- Onboarding begins much before the actual hiring
Your company website should have ample information about the company culture in the careers section. You are more likely to attract applicants who are engaged with the ideas of the organization. Once hired, send a company information kit to the employee with useful info. This way new employees will be somewhat acquainted with the way the company functions on their first day at work.
- Make team introductions creative and fun
Apart from a common email introduction with the team and a round of formal introductions at a team meeting, make the introductory process fun. Try to know as much possible about the new employee; that way you can share more about him/her with the team and most likely there will be members with common interests.
- Prepare for the employee’s arrival
Research shows that “four percent of new employees leave a job after a disastrous first day and 22 percent leave within the first 45 days” (Bersin by Deloitte, 2014). First impression matters. Having the new employee’s identity card, email id, system login and other such matters taken care of before s/he arrives gives an impression of professionalism.
- Make employees feel welcome
Make the new employee feel welcomed and a valuable addition to the company. Ken Chenault, CEO and Chairman of American Express says that he meets every new senior vice president for several hours over dinner. One of the most constructive parts of such an onboarding session, he says, is a no-holds barred Q&A.
- Avoid overloading with information
Onboarding is not a one-day process. Overloading information about company culture, goals, milestones, expectations, team introductions and more will leave the employee confused. Plan the process in a way that the new employee has time to settle down and process every bit of information.
- Prepare a 30-day check list
Plan activities and milestones for the first 30 days. Involve multiple departments for a comprehensive process. This could include introductions, acquaintance with office methods, learning about company products, necessary software and systems to be followed, among other things. At the end of 30 days, review the list.
- Assigning a mentor is crucial
New employees always have questions. Assigning a mentor can help the employee understand the new work environment faster and with clarity. Moreover, the new employee feels comfortable.
- Create a company onboarding program
A number of companies create onboarding programs that ensure the process is smoother and effective. That way companies can emphasize on aspects that are more important to them. For example, Kelloggs introduced the Onboarding Track Record Tool, by which employees can access their own onboarding analysis on the company website.
- Introduce employees to current projects and goals
Introducing new employees to current projects, desired results, goals and the employee’s role will get them familiar with the situation and get involved in the working process sooner. Birchbox introduced ‘Life at Birchbox’, a program that all new employees go through. It takes them through useful information on everything that is going on at the company. (NYTimes Blog, 2013)
- Customize the onboarding process
Onboarding could be customized by combining general best practices with special practices for the individual requirements of particular employees.
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