Onboarding new employees is the process of integrating a new employee with a company and its culture, as well as providing the new employee with tools and information. After COVID-19, 82% of workers who had been working in an office switched to working mainly from home when the pandemic began, according to data from our survey (the methodology is shown below). Of those, only 50% have been given a timeline for when they could return to the office. Set short- and long-term goals, then have managers check periodically to see if new employees are meeting them.
For example, a short-term goal could be to “finish 50% of sales training videos by Friday”, while a long-term goal could be to “complete 10 projects in the next six months”. Like any other aspect of a new employee's experience, it takes time to ensure that employee onboarding is done effectively. This means more than just making new employees quickly aware of their work tasks. You want to create an environment and a sense of purpose that develop over time and ensure that the employee feels a strong connection with the company.
For this reason, the Society for Human Resources Management states that a comprehensive incorporation process can last up to 12 months. However, many companies tend to accelerate the process or mistakenly confuse onboarding with guidance. Successful onboarding will explain the basic set of requirements, policies, and procedures that a new employee will need to follow. Doing so will ensure that the new employee meets the legal requirements necessary to be successful in the position they are taking on.
When your new employees arrive on the first day, make sure you have all the materials you need for training in order. This includes new contract documents, technology, equipment, and meeting spaces. In addition to preparing the training elements, you must also ensure that all the people who are onboarding are well equipped with the answers to the most common questions and that the student has a detailed itinerary to occupy their time. Using HR Cloud onboarding technology can improve relationship development by creating a social network for new employees and engaging the new employee in the company's social network.
Companies that are disorganized, unprepared, and inhospitable may have new employees running out the door, often within the first 90 days of employment. An email for the employee with a link to a “portal for new employees” that explains step by step to the new employee a process of downloading and uploading a wide variety of work information, prepares them for their first day and streamlines their socialization with the new organization. To encourage feedback, send formal surveys or schedule informal feedback sessions instead of waiting for a new employee to give feedback on a voluntary basis. Training videos for new employees can be an engaging and effective way to communicate what a new employee can expect on the first day.
From the moment an offer is extended to the day the new employee becomes fully productive, the employee onboarding experience can be used to create a foundation for long-term success. But how does a strong onboarding program affect an employee's long-term success? On the one hand, a good program prepares new employees for growth. Lessons on incorporating executives in presidential transitions Imagine what would happen if all the executive and management teams in your company got up and left at the same time, handed out their badges and turned off the lights without leaving a list of tips for the people who would replace them. By delegating tasks between different staff members, you can get people back to work and, at the same time, improve the onboarding process for your new employee.
Scroll down to see the employee onboarding checklists I've prepared for you and see if any fit what you're looking for. .