“Onboarding” refers to the processes in which new hires are integrated into the organization. It includes activities that allow new employees to complete an initial new-hire orientation process, as well as learn about the organization and its structure, culture, vision, mission, and values. Onboarding is often confused with orientation. While orientation is necessary for completing paperwork and other routine tasks, onboarding is a comprehensive process involving management and other employees and can last up to 12 months.
Onboarding helps employees gain the tools and knowledge they need to be productive and happy in their roles. Onboarding has the potential to set employees up for success and if done poorly, can increase turnover. Onboarding can help companies retain their people and increase productivity. This investment in the employee, their experience, and their success could leave them more likely to feel committed. They feel more connected to their coworkers. This is often one of the most important functions of HR. As much as 20% of turnover occurs within the first 45 days of a new hire. Once you find the right talent it is crucial that you do everything you can do to keep them on board and engaged. As the pandemic continues to shake up the traditional way of work, employers will need to focus on hiring and getting people up to speed faster to align with changing business demands. The right technology is critical to the onboarding success for companies and their people.
New Hires Need to Feel Like They Were Prepared and Supported For Their New Role
During the onboarding time, employers need to focus on maintaining a good impression by making new hires feel welcome, valued, and prepared for their new position. Make your new hire confident and happy about accepting their new position. The onboarding process should provide employees all the tools, resources, and information they will need for success. After the onboarding process, the employee should feel committed and they should feel more connected to their colleagues.
Understanding the Impact of a Bad Employee Onboarding Process
Lower employee morale, lower levels of employee engagement, lower confidence among employees, a lack of trust within the organization, and missed revenue targets are among the negative impacts of not having a thorough onboarding program. From an employee perspective, 69% of employees who have a positive onboarding experience are more likely to remain with the employer for three years. Companies that focus on onboarding retain 50% more new employees than companies that don’t. Standardized onboarding also results in a 50% increase in productivity. High turnover is a major issue due to its ability to hamper productivity and engagement. Recruiting costs can amount to 20% of the job’s base salary so you as an employer want to keep your employees they are your most valued business asset. Remember these same principles should be applied for transferring or promoting employees. When an employee takes on a new position or moves to a new department they will need the same treatment and experience to help them adjust and settle into their new role.
What are the Positive Impacts of Onboarding for New Staff?
Effective employee onboarding ultimately provides employees with all the tools, resources, and information they’ll need for success. A key part of this is helping new hires build social capital — networks of people and information which help them learn, grow and get their work done. Research has shown that a strategic onboarding process brings new employees up to speed 50% faster, which means they are quickly and efficiently able to contribute to company goals. With an increase in the remote activity, companies have come to realize the benefit of investing in a smarter onboarding technology that supports business continuity and helps prevent disruption to their hiring process.
The 6 C’s of Effective New Hire Onboarding
Here are a few steps the company should take towards designing a successful onboarding program. Though most companies realize the need for a structured onboarding process and have put effective steps in place to make sure the onboarding experience is a successful one, there are always methods to get better at it, through some well-thought-out initiatives
- Congratulations – Give timely congratulations after accepting a job offer.
- Compliance – Is the clear understanding of the organization’s policies and procedures. This includes the organization’s rules and regulations. The Company sets standards for the expected level of behavior for all its employees.
- Connectivity – It is vital that new hires establish social connections within the organization and there is a platform available to get access to other employees. New hires should be able to communicate and connect with HR, co-workers, mentors, and team members.
- Culture – Introduce new hires to the clubs, affinity groups, and professional networks. Give them plenty of information about how to get involved. The new hire should be made aware of the company vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs, and habits. Poor fit with the culture is the no. 1 cause of new hire failure.
- Clarification – The new hire needs to have clarity regarding his role-duties, responsibilities, and job expectations with the key performance indicators from the beginning. He needs to be aware of the level of performance expected from him and how his work will be evaluated and performance appraisal handled.
- Checking In – Get feedback from the employee about his “settling in” – in the organization. Review the new hire’s performance and provide feedback on specific tasks. Provide relevant feedback – regularly and consistently. Review performance and development goals. Facilitate one on one meetings with managers, skip-level managers, and HR. Review the employee with the assigned buddy for feedback.
Onboarding software can help HR manages onboard employees efficiently while providing a consistent experience across the workforce. While it might not be the primary purpose of an onboarding program, attracting the best of the best is a bonus. With an easy – yet robust – plan, you’ll be able to attract top talent with the proper training and development opportunities.
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