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How to Do Employee Onboarding Correctly

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Employee retention may increase by 50% with formal onboarding programs. People who have a good boarding experience are almost three times more likely to feel ready for their positions.

What is Employee Onboarding?

People say that the three months after Tet are the best times to hire. Why? Because employees are ready to start over and employers are open to accepting new employees. This time frame thus emphasizes the significance of the onboarding process. The impressions that new hires have of their initial few days and their level of comfort in this unfamiliar setting.

The appalling condition of onboarding

Even before hybrid work became popular, onboarding was a problem for businesses. Almost one-third of them lacked a formal onboarding procedure. Onboarding is a difficult concept to grasp.
Onboarding problems have surfaced more often as new hires learn to operate in a mixed work environment. In a 2020 poll by Workable, HR practitioners rated remote onboarding or training as the largest recruiting problem during the pandemic. Precious little, 10% of HR professionals didn’t even know how the new workers were adjusting, according to a Principles poll from 2021.

Merely 29% of newly hired employees feel completely prepared and supported after onboarding, according to polls conducted by Silkroad and Gallup. Up to 10% of workers quit their jobs as a result of having a bad new hire experience.

Many new hires are recent graduates or young professionals. They might find it very difficult and complex to navigate the company’s culture, community, connections, and collaboration. Hybrid work models require them to spend less time in person with coworkers and their team.

Pay money to do things correctly

Consequently, organizations that can provide a smooth onboarding process to new hires can greatly enhance the new hire experience. Microsoft CEO Satya Nadella spoke in the interview I previously published about how interns return to work for the company only as a result of having an excellent immediate boss.

Employee retention may increase by 50% with formal onboarding programs, and those who have a good boarding experience are almost three times more likely to feel ready and supported in their positions. They become more productive and perform better as a result.

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Furthermore, new hires have the power to significantly influence change. Getting current employees to take on more active roles in fostering culture and community is much more difficult. Yet, it is much simpler to teach new hires on appropriate conduct since they are learning from the ground up. By creating a personalized onboarding experience that instills desired habits from Day 1, managers may play a key role in driving this process.

Welcome aboard, friend

Making recruits feel welcome and at home requires assigning them an onboarding buddy. They will be less afraid to learn more about the corporate culture as a result.

Here are a few certain advantages of onboarding partners:

  • Onboarding companions provide background. Long-time team members are well-versed in the abstract areas and unwritten laws of the corporate culture, which will be confusing to new hires. Facilitating the education of new hires about those may make their move into the organization much more seamless. Experienced workers may provide their more junior colleagues with context that isn’t available in the handbook, including a list of pertinent stakeholders, an organization matrix, and other helpful hints that can help them get started right away.
  • Onboarding partners increase output. As they still need to learn the ropes, new hires often struggle with the desire to be productive as quickly as feasible. An onboarding buddy may greatly accelerate a new hire’s rate of productivity growth. They don’t even need to see one other all that often. Microsoft found that recruits might be 97% more productive even if they just met eight times in 90 days.
  • Not only can onboarding buddies increase happiness among new hires, but they also benefit from it. Microsoft reports that recruits who had onboarding pals had an overall onboarding experience that left them 23% happier than those who did not and that satisfaction rose by 36% over the next ninety days. In a similar vein, staff members who become onboarding buddies express contentment in demonstrating and refining their management and leadership abilities as well as solidifying their understanding of their areas of expertise.

The Impact of Onboarding Buddies on the New Hire Experience

Companies need to assist staff members who volunteer to be onboarding buddies for recruits. For a better understanding of the new hire’s function, companies should reassign or reprioritize the task of workers who become onboarding buddies. Companies should express a defined time for the onboarding process. Companies should let onboarding buddies report to the same manager.

Furthermore, immediate managers may assist their new team members in the following ways. Immediately engage new personnel and lay forth your expectations. It is especially beneficial to include them early on. If the manager has a one-on-one meeting with them in their first week of employment. A 12% bigger internal network and a doubling of network centrality—the impact that individuals in an employee’s network have—within 90 days are among the early advantages listed by the Harvard Business Review.

In comparison to individuals who did not have a one-on-one, they also have meetings that are of a better caliber and spend almost three times as much time working with their team. Coffee meetings, either one-on-one or in groups, between the CEO of the firm and recruits are another often-ignored format of meetings, particularly in smaller businesses. The new hires will feel included and committed after this coffee talk, which improves performance and retention.

  • Keep the manager-employee relationship in mind. Microsoft research indicates that when managers are actively involved in the process, employee satisfaction increases by 3.5 times.
  • Assist in making new hires feel at home from the start of the process. Provide them with a thorough rundown of their accomplishments and objectives. Managers may monitor whether their recent recruits have finished their onboarding courses or daily schedules throughout this process.

Finding the ideal fit

Customization is the primary focus when adjusting the work environment to meet the requirements of the staff.

Let’s say your onboarding buddy and you have similar hobbies. In such instances, you will have a more accurate perception of the business. You will have access to insider information about the firm that interests you.

Similar-minded onboarding partners are more likely to provide pertinent information. A committed onboarding buddy, who is likely to become the new hire’s first office buddy as well, can help you. Some things like navigating decisions about who to work with, which spaces are best for you, where to go for help, and how to make sure your time with the company is full of fun and fulfillment.

Written by Daan van Rossum, Edited by Connections Game, Homepage: authortalking

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