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How to create the best onboarding experience for your employees

Everyone would have heard this famous proverb “A beginning is half done” and one more quote “A beginning is the time for taking the most delicate care that the balances are correct.” These quotes convey how important it is to make a good beginning. The first day or the first few weeks at work can make employees decide about their journey with your company. When they feel pleasant and happy, they tend to stay with you for a longer time. So it is the management’s responsibility to deliver a smooth and comfy onboarding experience to the new employees.

Give a clear explanation on their job description

The most crucial thing for a new employee has clarity on their job role and responsibilities. When they are clear with what is expected from them, they can contribute it right away. But when they are unclear, it leads to confusions and misunderstanding which will ultimately become a waste of time for both the employee and the organization. Make sure of the policies, methods, and priorities they need to follow to avoid role ambiguity. You can even measure role clarity using survey questions to make the process even more efficient.

Set manageable and accomplishable tasks

Start with easy tasks. When they start achieving those easy tasks they get motivated and perform productively with confidence. They try to stabilize their performance even when the tasks get bigger. The point is when you give them a tough task in the beginning, and if they are not able to achieve it, they start feeling inferior, lack interest and get stressed.

This may get accumulated with each task and end up with the decision of quitting the job. So set manageable tasks, and help them feel their improvement so that they stay focused on achieving their goals. Start by giving smaller responsibilities, guide and help them achieve it. Appreciate their work. This will kick start their career and potential.

Allot a mentor

Assign a mentor to help them through their first few months so that they can work with ease. Whenever they need help, guidance or clarification on their doubts, they can approach their mentor and get the help they need.

Assign mentors to follow on them consistently, gather information about their performance and work reports which will help in tracking their improvements.

Provide an introduction section (Culture and co-workers)

Culture integration is an important aspect of the onboarding process. Allow new employees to introduce themselves and share some of their thoughts. This can help in building friendships, or you can even assign friends to new employees to make them feel comfortable. New employees can also learn about the company by having interaction with their new friends in the workplace. These friends can break the social barriers every new hire faces and act as additional support for them..

Training is crucial:

Provide extensive training to the new employees even if they have performed the same job function even if the employee has performed the same job function elsewhere. The previous company they worked would have followed a different method so to avoid confusions it is better to give training to every employee. Maybe the length of the training period would vary from employee to employee, but it is vital for all new hires.

Give them a tour

Take the new employee on tour through your workplace. This will help them know better about the places inside the business premises. Like cafeteria, restrooms, meeting rooms, etc. Along the way, you can introduce them to their colleagues and employees from different departments. By doing this, communication becomes easie,r and they will come to know whom to approach when.

Workplace tour can benefit the new hires with the knowledge of knowing how the organization functions on a day-to-day basis, an introduction to the facilities that are available in the company. It also helps them feel comfortable with their new surroundings and company culture.

Walk them through the company’s important procedures

Ensure that the newly joined employees know about the company policies and procedures. So that they are aware of what is expected and then start working accordingly. You can provide them with an employee handbook which can make this process easy and effective.

Create a plan for the first 90 days

It’s better to have a clear plan for the first 90’s days. There is a 30/60/90 days plan available but go for the 90 days plan. Put some time and effort and create an effective plan. This is the best way to hold on talented employees as well as captivate talent.

Some companies extend their onboarding for a year or more than that. This helps in evaluating whether the employees are fully productive or not and plan accordingly for the future. .

Ask and give feedback

Interact often with the new employees to know their work experience. Provide constructive feedback like friendly advice. Ask them for feedback on the organization. If you find they are facing some difficulties, take quick steps and solve them.

Once the training is over, you can ask feedback on the onboarding process. This way you can make improvements in the onboarding process for the upcoming new employees.

Important stats you need to know about onboarding process

There is a brief study that explains why employees quit within the first six months of their work experience. 86% of the new hires decide whether to stay long term with the company or not within a few months of joining. 16-17% of employees left between the first week and third month which implies an average company is losing 1 in 6 of their newly hired employee each month for the first three months. These are the percentage and the reasons why employees decided to quit their jobs within six months

  • 23% - more clarity on the job description and better guidelines
  • 21% - better and effective training
  • 17% - friendly and helpful co-workers
  • 12% - recognition of their work and contributions
  • 9% - considerable attention from managers and co-workers
  • 15% - Effective onboarding process

So it is important to take care of these issues and deliver a smooth experience.

Now we will see the benefits of an effective onboarding process

  • By doing a constructive onboarding process, 58% of employees are likely to stay three years and more.
  • Employee performance is increased by 14%
  • 54% of employees reported higher employee engagement
  • 62% had higher time-to-productivity ratios.
  • Data collected by the Corporate Leadership Council shows that Employees’ discretionary effort increases by more than 20% with efficient onboarding.
  • 66% of companies who conducted onboarding programs had higher successful acclimatization of new employees into the company culture

This quote will convey the contribution of an effective onboarding “Your new hires will thank you for setting them up on the path to success and your company will be well on its way to turning those new hires into seasoned employees.” -Roy Maurer is an online editor/manager for SHRM.

Thus it is significant to do an effective onboarding. Don’t stop the onboarding in one or two days before the real work starts. Ensure you use this checklist, help them stay aligned with the company’s mission and speed up the growth process.