Making new joiners onboarding successful can be thought-provoking. The process of onboarding can be one of the most important factors in ensuring recently hired talent will be productive and committed to the organization.
A successful onboarding program not only helps new hires feel like they are part of the team. It will also give new employees a dose of motivation to explore the new organizational territory, and understand how their role contributes to the overall success of the organization.
As a matter of fact, making your employees onboarding successful will help you reduce direct replacement cost turnover. A study of 45% of HR estimates: over 10000$ each year is wasted on poor employees onboarding.
If you don’t currently have an onboarding process, here are some tips to ensure you create a successful onboarding process.
Prior to joining
You have invested heavily in recruiting your new hire, so you should spend time planning a successful employees onboarding. To avoid paper rush process in the first day, most successful companies are using electronic signature software and online virtual handbook.
The new joiner can start surfing online the company portal and learn more about the organization once he/she accepts the offer and receives the necessary government approvals.
Organize the joining ahead of time
Set up new hires’ desk, phone, computer and password logins before they arrive. Lack of preparation shows you don’t care enough about them joining the team. Avoid this poor first impression by working with I.T (or any other relevant department) to get the necessary equipment ready before your new employee starts work.
Few days before joining
To personalize the onboarding process, you can prepare a welcome note initiated by the new joiner colleagues, line manager and HR team.
Some organizations have created a pop-up message that the receptionist and the new joiner colleagues receive on their computers. This can include some information related to the new joiner interests, hobbies and any other hint that will sustain warm conversations during the first day of joining.
Ensure the new joiner is aware about the first day of joining, who to contact, and where along with any dress code specifics.
Sample pop-up message;
Day of joining
The first day is about welcoming and building rapport with other employees. People should be ready to receive the new joiner in a proper way from reception to the management.
Social interaction is indeed critical; employees can get easily aligned if they understand the company culture and the work environment.
Sometimes existing team members could feel threatened that someone new could take over their responsibilities. It is a good idea to clarify the position of the new hire as well as other team members whose work is closely related.
Meet and greet
Take some time to introduce the new joiner not only to the immediate team but to people in other areas of the organization. Some companies find it helpful to conduct short meetings with people from different departments or units. It helps to open communication channels across the company and offers a great integration opportunity to the new joiner.
The first month
Does onboarding eliminate orientation? definitely no. At orientation, new hires are formally introduced to the organization, mission, vision and values.
Ideally, new employee orientation is conducted on the first weeks of employment. This can also include some important initiatives taken by the organization for the employees benefit s. You can also schedule time for each of the organization leaders to come in, greet new employees and explain their roles within the business.
The first few months
Communication is the key to make employees onboarding successful. Line Managers should explain clearly to the new joiner his/her responsibilities. Arming the new joiner with the required tools will help the new hire to be productive quickly. In fact, on-job-training is the most efficient way to help the new joiner deliver and meet the expectations.
Mentoring or buddy program
Assigning the new joiner a go-to person or having a member from the existing team to shadow the new joiner is good but not enough. Such programs do not eliminate the role of the line manager. Remember that newcomers are uncertain about their new roles and responsibilities. It is therefore the responsibility of the line managers to ensure that proper coaching is ongoing.
Automation is important to make the employees onboarding successful
During crisis times, onboarding automation has become a must. You can automate the admin involved in onboarding, and leverage the availability of digital tools and technology to make the onboarding process as efficient as possible.
Digital onboarding will support managers and HR to follow-up the new joiner induction and ensure maximum productivity.
Probation Feedback
Like any other performance review meeting, frequent feedback is even more important during the probation period. It is mandatory that the line managers meet the new joiners frequently and talk through their performance and what may require improvement.
The probation period allows both the employee and the employer to see if they are a ‘good fit’. New employees commonly join on initial probationary periods of between three and six months. Having said that, line managers should be monitoring and supporting closely the new comers during their integration period.
Originally published at https://jobsblend.com on December 7, 2020.
