Effective Employee Onboarding Process is essential for a long term employee engagement is a concern.
“I truly believe that onboarding is an art. Each new employee brings with them the potential to achieve and succeed. To lose the energy of a new hire through poor onboarding is an opportunity lost.”
Sarah Wetzel (Director of Human Resources at engage: BDR)
Are you ready to create an Effective Employee Onboarding Process for your new employees?
Finding the industry best talent can feel like an uphill battle for most of the business firm. But the real test lies in the initial days of the new employee when he integrates with the company and its culture.
What is the onboarding process?
Onboarding is a well-known practice in every company, which is the best way to welcome and retain new employees. It starts at the beginning of your recruiting process and ends when your new employee gets fully settled into their role. A great onboarding program makes the employees feel welcomed, needed and appreciated at the company the day they walk in.
- They understand how the business works.
- They get the perfect tour around the company,
- They receive the right training in their first 90 days to 6 months,
- They get the right work assignments.
- They get the right coaching and attention from their managers.
Effective Employee Onboarding Process is the key to building and maintaining momentum on your team. It is powerfully effective in increasing employee retention and engagement for your company. With that in mind, let’s have a look at how to design an effective onboarding process. Here are five useful steps to creating an effective onboarding experience at your company.
“Our objective…is to take our onboarding practices to the next level and to give each and every employee, from the moment they arrive, the keys to succeed in full alignment with company values such as multiculturalism, diversity and inclusion.”
Laurent Reich (Director of Internal Learning Practice at L’Oreal)
Useful steps to creating an effective onboarding experience at your company
- Engage your new hire
It is crucial to make an excellent first impression with your new hires. You should reach out and introduce yourself to the new employees in person on his start day. Arrange a comprehensive tour on day one, if your new staff will be working on-site. Assign the new member a mentor or buddy to help them settle in, and introduce them before the start of the engagement. Also, send the employee any useful websites, intranets or forms they will have to fill up in advance, so they don’t spend their day one sitting in a cube nervously navigating important information.
- Start before day one
Onboarding is not a one-day event. It is a process that starts the moment your HR team produce an offer letter and includes the gap between their offer acceptance and their first day on the job. Examine your communications and look over the experience from the perspective of your new hire.
- Are you conveying the brand as you promised on your careers page?
- What your new hires must do to accept the offer?
- What forms must they fill out?
- What resources can you give the new hire to prepare for their first day?
Remember, every interpersonal and online interaction is a part of the new hire experience.
- Let your culture guide the way
Introduce your new hires to the company’s cultural values. Weave those values into conversations, and reinforce a positive message about the workplace culture. Everything you said about your brand must shine through. Consider the values, attitudes, and behaviours that define your company.
- New member means a new relationship
Successful teams develop strong bonds that provide a foundation for the trust and accountability needed for your company’s success. When welcoming a new member into a virtual team, it’s critical to do everything possible to integrate them into the group and help them begin to build trust and form relationships.
“We focus first on the people and how we incorporate them into our company, and then we focus on how to drive the business.”
John Chambers Executive Chairman and former CEO of Cisco Systems)
- Show him the career journey
During onboarding, you can exhibit stories of employees whose careers began at entry-level and progressed into management and leadership. And you can point out all the ways the company invests in employees, including rotational assignments, e-learning offerings, cross-training, mentorship, career coaching, and tuition reimbursement.
New workers can be an incredible asset to your organisation. Finding the right candidates and help them understand how to work in your company’s unique culture and the environment is essential for building a capable team.
With a solid commitment, onboarding program can become a real differentiator, energising the staffs you hire today and attracting the talent you need in the future. Give someone on your team the responsibility of owning onboarding and watch your employees have higher job satisfaction and longer tenure.
By focusing on the tips outlined above, you can ensure that your new employees have the smoothest possible transition and can immediately begin providing value to your operation.
“We can never fall short when it comes to recruiting, hiring, maintaining and growing our workforce. It is the employees who make our organization’s success a reality.”
Vern Dosch, CEO NISC
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