Did you know that only 12% of employees strongly agree that their new company did a great job of employee onboarding according to a Feb 2023 survey by Zippia. That essentially means that 88 percent of new employees feel that the company did not do a good job. So, at ClarityHR we asked ourselves, what does a good employee onboarding process really look like today?
A good employee onboarding process is crucial for setting the stage for new employees to thrive within a company. It helps them feel welcomed, integrated, and prepared to contribute effectively to the organization. When done correctly, a good employee onboarding process directly benefits not only the new employee but some seasoned employees that may otherwise become complaisant or stagnant in their current positions.
Here are some key factors that make a good employee onboarding process:
Have a Clear and Structured Plan:
An effective onboarding process begins with a well-defined plan that outlines the steps and timeline for the new employee’s integration into the organization. This plan should cover orientation, training, and introductions to various teams and departments. The onboarding process is not a one day or 4-hour orientation event. While a formal orientation event for new employees is an important part of the process, it is the beginning rather than the totality of the process.
Comprehensive Orientation:
Provide a thorough orientation about the company’s culture, values, mission, and vision. Help the new employee understand the company’s history, current projects, and long-term goals. This will give them a sense of purpose and direction in their new role. It may be a good idea to have different employees present at different parts of the orientation. Perhaps a long tenured employee can talk about the history of the company, the CFO could share some long-term goals, or the owner may speak to the vision of the company. Not only does it break up the monotony of hearing one person speak, but it will also introduce the new employee to more of the team. As a bonus, it will help reflect the passion that other employees have for what they do, and that passion is often infectious.
“Too often, companies think that by providing orientation, they are ‘onboarding’ the new employee.”
Stacy Lindenberg, Founder of Talent Seed Consulting
- Job-specific training:
Tailor the onboarding process to the employee’s role and responsibilities. Offer comprehensive training that equips them with the necessary skills and knowledge to perform their job effectively.
Provide On-the-Job Support:
Assign a mentor or buddy to help the new employee navigate their role and the company. Having a go-to person for questions and support can significantly reduce the learning curve and foster a sense of belonging. Remember to spend time with your mentors to train and develop them as well. Each mentor will want to have specified goals for the mentor/mentee relationship and a clear sense of what the mentor role looks like.
Continuous Feedback and Assessment:
Regularly check in with the new employee to provide feedback on their performance and progress. Encourage open communication to address any concerns or challenges they may be facing.
Make sure to take the time to draw out concerns and challenges. Many employees see admitting to challenges as a sign of weakness or incompetence, especially when they are new. Really engage with the new employee so concerns and challenges flow from a place of trust.
You will also want to gather feedback from the mentor, not only about the new employee, but about their role in the process. Gathering and providing feedback to everyone involved in the process (mentors, employees who engaged in orientation, etc.) will ensure everyone feels comfortable with the process and continues to grow in their roles. Use this information to continually improve and refine the onboarding process for future hires.
Provide Opportunities for Engagement:
Involve the new employee in team meetings, company events, and social activities. This helps them integrate into the company culture and builds camaraderie with their colleagues. Involving new team members in meetings promotes effective communication, teamwork, and a smooth transition into the organization.
Here are a few more reasons to involve new team members in meetings.
- Effectively reduces miscommunication.
- Help to align to company vision and goals.
- Encourage Participation from new employees.
- Build trust and leadership opportunities for new employees.
- Share insight and information with new employees.
Conclusion for a Great Onboarding Process:
At ClarityHR we believe that having a solid employee onboarding process will help the new team member be a better part of your business. The Society for Human Resource Management (SHRM) states that new hires take an average of 3-6 months to become fully productive. However, poor onboarding can prolong the period of lower productivity.
Good onboarding practices ensure that new employees feel welcome. Understanding that proper training will ensure that new employees are able to do the job you hired them to do effectively, you will have a more productive employee. A successful onboarding process not only helps the new employee but also benefits the organization by fostering employee retention, productivity, and overall job satisfaction.
Need help? Contact us today to get started.
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