7 tips for onboarding with long-term benefits
The importance of a well-planned onboarding of new employees is crucial. Everyone in the HR world knows this. But how come so many organisations fail to get their onboarding process right? Research by Harvard business news found that 32% of new employees found their onboarding confusing. 22% said their onboarding was not well organised.
The cost of poor onboarding
The cost of an onboarding that is not well thought out is high.
The chances of you flying into your new job committed are slim. And an uncommitted employee, Harvard business review figures show, costs a company something like the equivalent of 18% of salary.
Poor onboarding has further consequences. For instance, employees who got a bad start are more likely to leave. So as a company, do you want to tackle that costly turnover? Then start by mapping out a top notch onboarding programme. Because: every employee who leaves costs the company between 100% and 300% of the departed’s salary, Australian job platform Michael Page calculated. A painfully high figure.
Onboarding: long-term effect
A positive onboarding experience ensures 69% of employees stay with their employer for at least three years, Michael Page still reports.
In turn, research by Glassdoor shows that organisations with a solid onboarding experience see their productivity rise by over 70 per cent. Employees who get to know the company culture and job content right from the start prove to be positive and motivated.
7 ingredients for a successful onboarding
1 | Start the process of onboarding as soon as possible
Yes, even before the new employee (remote or not) sets foot in the business environment, start onboarding.
In the week before the first working day, give your new recruit the following list:
o Job-relevant information and documentation
o A diary overview of the first week at work
o Background information on the projects or tasks the new recruit will be working on.
This information provides new employees with the necessary comfort and support.
A simple welcome e-mail from the team in the week before a new team member starts also works wonders.
2 | A warm welcome
Arriving at your new employer and finding that they still have to assemble a desk, install a laptop (or worse: still have to order one) and create a new account for you: it does not immediately send the message that you are wanted or needed.
So be sure to have your newcomer’s workplace ready, preferably accompanied by a ‘Welcome’ card or a personalised coffee mug. New employees are likely to share this thoughtful approach on social media. And that, in turn, is a plus for your employer branding.
3 | People are crucial
The element that is crucial for productivity and company culture? People. The individuals who make up teams. So make sure the new employee gets half an hour scheduled with each of their colleagues and that those colleagues take those introductory conversations to heart. Understanding each other and each other’s work is a good basis for a respectful relationship in the future.
A buddy system is also a lifesaver. The employee will then have a regular point of contact for practical and substantive questions. The buddy makes the newbie feel welcome and appreciated.
4 | Clear responsibilities
Make your expectations clear to the new employee. Provide a detailed job description and clarify which projects and tasks are on the agenda for the next three months. For each project, outline the role and responsibilities of the newcomer.
5 | Measurable goals
Set measurable goals for your new employee that are in line with the job description. Make the goals achievable, relevant and measurable. Work with them to plan an engaging training programme that gives the employee the opportunity to grow, learn and achieve goals.
6 | Follow up closely
Throughout the first year, you closely monitor how the new employee feels about the organisation and the job. You do this through regular checks. Focus not only on the job, but also on the employee’s integration in the team. A sense of ‘belonging’ is crucial.
7 | Lifelong onboarding
To ensure that all employees feel comfortable and that newcomers get well integrated into their teams, it is important to have activities that are not strictly work-related but that require some interaction and engagement. An interactive workshop on a topic that is just a bit out if the box can create good team bonding. But it could just as easily be a city game or a virtual challenge.
All aboard!
Written by: Linde Jacobs
