Transformify is a leading company that provides time tracking software. It helps trace the total time spent on every task, its execution quality, team velocity, etc. This software is integrated with quality metrics and KPIs to provide the best quality results.
The company also provides a quicker, affordable, and highly convenient payroll system to manage all the employees in one place.
Part 1. What is the onboarding process?
Onboarding is often confused with orientation. However, both these processes are different from one another. Let us first understand ‘what is onboarding processes. It is a comprehensive process that involves management and other employees.
Unlike an orientation process, employee onboarding takes freshly recruited hires on a deep dive into the company’s culture. During this time, the employees learn a lot about procedures, workflow expectations, and policies of the company.
They also get a good understanding of the guiding principles that drive the mission of the company. This new experience enables employees to make a substantial contribution to the success of the business.
The new employee onboarding process integrates a new employee with the company culture. It helps to provide the necessary information and tools required to make it a productive part of the team.
This process has to be strategic as it lasts for one or more years. That is the reason the way employers deal with the initial first few days and months of the employee’s experience is critical to ensure its high retention.
Before implementation of a formal onboarding program, it is required that employers answer a few important questions to get the entire team and top-level management into the process.
The onboarding process includes bots and document sharing softwares, you can check for Document management system here.
- When will new hire onboarding begin?
- What will be its duration?
- What impression does an employer want to create in front of new hires after the first day?
- What are the things related to workplace culture that the new employees must be familiar with, so that they adapt comfortably in the new environment?
- What are the job roles and responsibilities of HR department after the formal hiring and before the formal onboarding?
- What are roles of co-workers and projects manager in the pre-onboarding process
- What kind of expectations and benchmarks that needs to be conveyed to the new hires?
- What are measurement metrics and feedback mechanisms needed to gauge the effectiveness of the program?
Once the above questions are answered, upper management and HR professionals can devise an action plan to assist new employees to assimilate the workflow and policies of the company while they get completely accustomed to the culture of the organization.
Part 2. Why can’t ignore the onboarding Process
An employee onboarding process involves several processes that include research, sourcing techniques, employment technology, and branding strategies. An HR professional has to go to great lengths for attracting and securing the right set of candidates.
The offer letter is not the end but the beginning of the process. Studies have shown that over 40% of workers leave in just the first month of accepting a new job. Around 10 percent would leave in just a year. This is unfortunate for companies to keep missing the mark in executing the onboarding process.
As per the study, around 1/3rd of the people surveyed said the onboarding program didn’t prepare them for the new job role. Another thing that the study pointed out was that one in ten employees was left due to an inferior onboarding experience.
After investing a lot of time, expense, and effort in hiring an employee, a company obviously would want them to stay engaged and productive with the company for many years. To accomplish it, a structured employee onboarding strategy proves to be beneficial.
It helps companies experience stronger and greater employee engagement, boost productivity, and morale of employees and reduce the overall turnover of an organization. Furthermore, the new employees who experience a favorable onboarding process are likely to stay with the company for a minimum of three years.
The onboarding process assists new hires to succeed in their new job roles. It provides them an opportunity to showcase how their individual contributions influence the business. It is a critical evaluation period wherein new recruiters use the experience for the determination of their commitment towards the new employer.
Part 3. Strategies for Successful Onboarding
Here are a few best-practice onboarding to create the best impression on new hires and make them stay productive for several years.
Form the strong first impression
The first impression that the onboarding program gives hires holds a lot of importance. It helps employees size up the company carefully in the initial few days or weeks of the new job. Trust is established when the experience is steady with the recruitment process.
Develop A Strategy
An organization should develop a year-long strategy to make the new employees aware of the new work environment and connect new recruits with working teams and management. It should help in establishing specific expectations and goals about job responsibilities and duties.
Provide Necessary Tools to Succeed
Employers should gauge the skills of the employees and based on that provide the necessary resources, support, tools, and access to training experiences and opportunities for skills enhancement.
Businesses should use technology to deliver an appealing, and onboarding experience for employees including the recruits. They should ease the process using an onboarding portal that offers a beneficial resource, in the form of employee handbooks, videos, photos of team members, and industry terminology.
Access allows employees to speed up networking and move ahead of the documentation before their initial day.
Assign a Mentor
Smart employers are aware of the significance of building a career into the onboarding procedure. It directs the right message to the employees that the organization cares and has invested in the professional growth of their employees.
At each stage of the onboarding process, it is required that new employees get a contact for support. Employers can use a mentor program for reinforcing skills, policies, training and act as direction for professional growth.
Build a Feedback Process
Consistent and continuing communication is necessary to develop valuable networks with the organization and enhances its HR practices too. It is beneficial to regularly check to ensure that the new employees get properly engaged, and their experience meets expectations.
Part 4. Key Takeaway
The main purpose of onboarding is to break-the-ice for new employees, and to make way for long-term productivity by ensuring workplace satisfaction. Senior management and HR professionals should create an action plan to assist new employees in rapidly assimilate company workflow and policies and get fully accustomed to the culture of the organization.
The above strategies will greatly help in fine-tuning an existing onboarding process or the creation of a new onboarding program.