Large organizations have a streamlined procedure for signing up employees and providing a basic orientation program. However, there is no clear strategy to integrate them into the company and bringing them up to speed in their jobs. For example, our research shows that only 29% of employers familiarize the new hires with the company culture when the culture is the toughest part to get acquainted with. This lax treatment of the onboarding process can cause difficulties in employee retention, performance, and derailment rates.
Firms often focus on senior-level hires in their onboarding process, which is understandable since an incompetent performance at the executive level can be a major blow to the company. Yet, as competition for talent becomes more intense and the roles get complex, companies are understanding the impact of onboarding. A careful analysis can lead them to adopt better practices and policies in this area. A company-wide onboarding process should be formulated that looks at two important factors. Firstly, providing guidance and support to the new hires in full capacity. Secondly, it should be flexible to deal with complications across different units. There are five key elements that should be considered while framing any plan for onboarding-
A Process for All
The onboarding journey should be mandatory for each new hire. Orientation is important for integration into the office space and achieves effectiveness in working. Entry-level employees benefit greatly from the onboarding process. But onboarding should not only be limited to entry-level, it should also be made accessible for every position.
Compartmentalization in Onboarding
To make the process easier, organizations can create distinct profiles of employee types, such as wage earners, contributors, executives, leaders. Resources can be allotted to different profiles based on their needs and the roles they perform. For example, leaders and managers are often full of experience but limited to time constraints. Then a journey can be created for them that is rich in content but does not demand excessive time from their schedule.
Technology that Facilitates the Pace
Onboarding can be a tedious and labor-intensive process, especially when you have limited people to manage it. Technology can be really helpful if applied correctly to the process. There are many customizable platforms out in the market that allow tailored content to be rolled out at a specified pace to provide required-at-the-time support. It can also provide connecting links to various orientations and developmental tools that new hires can utilize when they need it.
Establish a Protocol for Transitional Language and Framework
Organizations should stick to the same framework and tools of planning for important integration steps such as learning, creating plans, and engaging in critical discussions.
Clear Communication About Roles
The organization should explain the new hire’s role to them clearly. However, it is also equally necessary to convey the responsibility that the new employee’s manager, mentor, and peers have towards them. Emphasis should be laid on building a support system for the employee.
Though new hires are the focus group while talking about onboarding, the same principles and advice apply to internal moves also. These shifts happen as frequently as new employees are hired but do not receive the same kind of support. It can be a challenging move without clear communication about roles and responsibilities.
The Bottom Line
Onboarding processes are cost-effective and time-saving alternatives since they coach the employees to fulfill the responsibilities of the job profile successfully. Organizations can no longer deny the necessity of onboarding processes. Identifying the focus groups, providing a semi-tailored experience, and enlisting support to allow new hires to acclimatize to the work environment faster and makes them more successful at their job.<< back to Content