Starting a new job can be an exciting but also an anxiety inducing time for new hires. Meeting a company full of new people, learning about rules and regulations for the workplace, and becoming familiar with the company’s technology and practices can take up a lot of time in the onboarding process for new hires. While all this information is important for any employee to know, the way most company’s go about sharing this information is inefficient and leaves new hires feeling overwhelmed.
The process of onboarding new hires to a company is defined as integrating employees into the organisation. Onboarding should be more value and mission focused, while orientation is usually reserved for new hires to complete all paperwork and learn the rules of the company. Many organisations often confuse these two processes, and usually only have orientation for new hires. With no differentiation between onboarding and orientation, many organisations fail at keeping new hires for more than a few months to a year.
In one Gallup study, only 12% of employees strongly agreed that their company or organisation does a great job at onboarding new employees. This comes to no surprise when 58% of organisations say their onboarding process is focused mainly on processes and paperwork.
There is lots of room for improvement when it comes to the employee onboarding process. The onboarding process is just as much a first impression of new hires as it is for new hires as well. Keep reading to find out how to make welcoming and long lasting impressions for new hires by investing more in your company’s onboarding process.
Why Should I Invest in the Onboarding Process?
The onboarding process is strongly associated with employee retention and engagement. Starting off on the right foot with a successful onboarding process will lead to an increase in employee retention and engagement. If the company invests in its employees, they will invest in the company.
Many employees struggle once finally starting their new job because they get thrown into a position with little training or connections. They do not feel a sense of community or belonging with coworkers yet so they may struggle to ask for help. A proper onboarding process can easily resolve this problem and help new hires feel more acclimated. When new hires are familiar with their coworkers and especially management, it can increase their confidence which will increase job performance.
Companies can break the cycle of employees constantly quitting with the implementation of a thoughtful onboarding process for new employees. The excitement and enthusiasm a company has for a new hire should not end after the recruiting and interview process. Continue this enthusiasm into an onboarding programme that sets new hires up for success.
How do I Invest in the Onboarding Process?
Now that the importance of an onboarding programme has been established, it is time to put in the work! The first mistake most company’s make with onboarding programmes is underestimating how much time the process takes. Proper onboarding for a new hire can last up to a full year, while most companies tend to believe the onboard process is only needed for the first few weeks.
Increasing the length of the onboarding process allows the company to not only focus on new hire paperwork and company background, but what should be the focus during this year-long process?
Building Connections Within the Company
Schedule lunches with coworkers for new hires, enlist a buddy system or mentor programme, and implementing team building activities can all help new hires feel more comfortable and help for future growth and development within the company
Get Direct Managers and Leaders Involved
It is important for new hires to know and be comfortable with the people they direct to. While it makes sense for the HR department to take charge of paperwork for new hires, managers should be heavily involved in teaching new hires about their position and its importance to the company.
Help new hires create immediate and future goals. This will help with retention of new hires as it helps them see and create a future within the company.
While it is a good idea to have a general focus on these items during onboarding, it can also go a long way to personalize the onboarding process to individual new hires. Someone who is starting a remote position may need a different, but still engaging, onboarding than someone starting an in-office position.
Finally, when rebranding the onboarding process, it is important to be intentional with changes. Half hearted efforts from managers, HR, and all employees welcoming new hires will dismiss any changes made to enhance the onboarding process.
hug can Help Create a Better Onboarding Process
In order to effectively rebrand and reorganise your onboarding process, it may be beneficial to have data to figure out what works and what does not for your company. hug, an award winning HR company, is here to help! Use hug to track employee’s engagement at work, mental health, lifestyle, and financial health through surveys that may reflect areas that need more focus during the onboarding process. Check out their demo here to gain a better understanding of your employees and their needs!
It may seem like a lot of work now to create a better onboarding process for new hires, but the investment is worth it! The payoff of increased employee retention, engagement, and confidence that comes with a stronger onboarding process far outweighs the time and effort needed to enhance onboarding. Invest in your onboarding today for a better company tomorrow!