Previously we discussed the importance of onboarding. Today many companies are struggling to find and retain good workers. An effective onboarding program makes a crucial difference in their first impression of their new workplace. If you have not already established a dedicated program to introduce and acclimate your staff to your company and its culture, you need to make this a priority. Here are some ideas on how to make your onboarding process more engaging and successful.
What Does the Onboarding Process Look Like?
The onboarding process begins when a new employee accepts an offer of employment. On the employee’s first day, it’s typical for a company’s HR department to:
- Share company rules and policies, including the employee handbook
- Assist in completing necessary legal and confidential paperwork
- Go over company benefits
From there the onboarding process usually focuses more on job-related training in terms of explaining responsibilities and expectations and introducing the employee to other team members. By the end of the process, the employee should know exactly what is expected of him, who he reports to, and who he can go to for help or clarification or to get access to necessary company resources.
This has been the traditional way that companies shared important information with new workers so they could start work and perform their duties as soon as possible. Obviously, this kind of process is company centered. The focus is on how to get workers ready to plug into the company and go. Problem solved. The end.
Unfortunately for owners who like and appreciate this company-centered approach, many workers today expect more – and will go elsewhere if they do not feel comfortable and appreciated. Many also want new challenges and the possibility of upward mobility. To successfully onboard these new employees, you need a better process.
Employee-Centered Onboarding
Business owners and HR departments do not need to completely overhaul the traditional process, they just need to modify it to be more welcoming and inspiring. A third of new employees will quit within the first 90 days of employment. They know early on if the job and the company are going to be a fit. So how do you truly engage these workers?
First, warmly welcome your new employees during their first days and weeks. Assign mentors where applicable, and give them company swag if you have it. Make the onboarding process seem less automated and more personal. Let your new employees know that the lines of communication between management and employees are open, and check in once they are more settled to make sure they feel comfortable enough to share ideas or concerns.
Second, let them know what your expectations are, and keep those expectations realistic. They should also know what they can expect from the company and how it rewards high performers. Explain what success looks like within your company and for the positions they are in. If they know how goals are set and success is measured, there will be fewer questions or conflicts. You want them to correlate personal success and company success so they will have increased commitment to the job and the company. Do not be afraid to praise them when they succeed!
Encourage new employees to create relationships with the other staff and their managers and mentors. So many people create life-long friendships at work. People who feel like they are an important part of a team want to remain with the team, so incorporate team-building activities, seminars, and opportunities to socialize into the company culture if you want meaningful relationships to form organically.
Finally, don’t assume that because a few weeks or months have passed, your employees are completely onboarded. They might be quietly floundering, performing but not really fitting in. Incorporate periodic checkups into your process to check in with your employees while they transition to becoming more established team members. Don’t assume they are fine – ask and be willing to listen to what they say.
Onboarding plays a vital part in creating company cohesiveness. The process should provide the employee with everything he needs to know and introduce him to people who will mentor or offer assistance when needed. A positive onboarding experience can motivate employees to work harder and make them feel good about their place in the company. Bad onboarding will do the opposite.
If your organization does not currently have an onboarding process or could use help fine tuning it to be more effective, contact Prometis Partners. We love seeing companies succeed, and we want to help.
