- Do you know that you and your organisation are on trial when a newly hired talent walks into your office on the first day?
- “Did I hire the right person?” you ask.
- You’ll be judged too by the new employee. They’re looking for three things: First, does the organisation have its act together? Second, is this a great place to work? And third, is this organisation invested in my long-term success?
In a study conducted by the Society for Human Resource Management (SHRM) on maximising the effectiveness of the onboarding process of new employees, half of the senior recruits fail within 18 months after starting a new job, and half of the hourly employees quit within 120 days!
An onboarding process that is properly executed can help avoid this.
In fact, onboarding can go beyond assisting newly hired employees in adjusting to their job roles and company culture; done efficiently, it can influence the retention rate and engagement of new hires in the workplace. Additionally, it can lead to increased job satisfaction, commitment to the company, decreased absenteeism, increased performance levels, career effectiveness, and even less stress!
- Streamline the Process:
In order to execute the onboarding process effectively and efficiently, give the employees a realistic idea of what they can expect when they finally step inside the office.
It is also crucial that they become familiar with the company culture at this stage. Towards this, including things as simple as the company’s mission statement and corporate identity is important. Also, make sure that the process does not seem intimidating, as new hires can easily become overwhelmed.
2. Plan Ahead and Manage Expectations:
Setting goals with new hires is another crucial step in onboarding.
Many new employees are hesitant to ask too many questions about how certain procedures work within a company. They do not want to appear unqualified or unsuited for their position.
When managers set aside time to meet with new hires, they can discuss their tasks, projects, and work objectives. Managers can also be prepared to answer any questions or concerns that new hires may have.
3. Get Feedback from the New Hires:
One of the most common mistakes made in the onboarding process is not following up post-onboarding.
We should encourage new hires to share constructive criticism and their thoughts on the overall onboarding process. HR can then evaluate the effectiveness of the onboarding process and improve it as time passes.
4. Pathway to career success:
Discuss with the new hire how they wish to grow and develop in their career. Are they interested in leading a division? Becoming the company’s CEO? Starting their own business?
Despite the fact that they must focus on their new role, you should provide them with opportunities to achieve their long-term career goals.
Onboarding is one of the best investments you can make for your organization. Positive employee experiences will result in more engaged employees who are ready to give their best efforts to your company.
It’s onwards and upwards!
