The hire of new personnel can be daunting. It’s a profession by itself. The HR Manager might fall into the trap that his job is done when the application process is finished. The file of the new employee will be forwarded to the assigned department-head, and case closed. Actually this is the moment where the process starts to a possible win-win situation for both parties; the employer and the employee.
24 % of new hires leave within the first 45 days
The new hire will have expectations about his/her job and tasks, about the typical company organization and culture, about the delivery of tools and support he/she will get. The communication between the two parties should be correct and transparent from the very beginning. So the job advertorial will match the actual (real life) job. The following three elements will give you the insights for good onboarding:
- Functional Transparency
- Job goal: what is the main or big goal of the new job
- The tasks: which duties and tasks to do
- The tools/systems will be supplied or are necessary
- When is the job successful: results, output, time, delivery, (quantitively/qualitive)
2. Organizational Insights
- What are the rules/regulations in the organization
- What is the company culture in the sense of values, mission, vision and social tribing
- How does the organization look like and what is his/her place in this organization
3. Job Support
- Make E-learning available and relevant to the job
- Personal Coaching or a buddy system for direct assistance
- On the job training
- Who is your first and second line of contact for functional help
40 % of new hires make their decision to leave, during the first 6 months
Onboarding is relevant for employers
A good onboarding program is beneficial for employers as new hires will be more quickly up to speed, and thus productive. Also the involvement and motivation of the employee will be higher. If onboarding is done well, new hires are less likely to leave the company.
Why employees benefit from good onboarding
Employees will get confirmation of the choice they made for this particular job or company. As they will learn about the company, they will be (more) proud at their new workplace, colleagues, products, etc.
The new hires will get a clear idea on what their role will be. A picture how things run around here, so they are able to navigate in the organization and find their way much easier and with comfort.
Losing an employee in the first year costs about 2,5 times their salary
PRACTICAL TIPS FOR GOOD ONBOARDING
- Take care of all practical matters as early in the process as possible
- Put all administration things in the background, as this is only a disturbance during the learning process
- It should be all about work, and not about all kind of practical details
- Online learning should be made available as soon as possible and be relevant to their job
- Present new hires 3 real live cases, so they have a clear picture of what to expect in their job from the beginning
- Describe the end-goal of the onboarding program
- Track progress during the onboarding program
- Know what employees motivates
- Make all tools, applications, computers etc. direct available and make sure it really works
- Show them their new workplace so they can visualize themselves being at work
A GOOD ONBOARDING PROCESS WILL BRING QUALITY
PRE-boarding
Before the boarding starts, sent the new hires an overview of the onboarding program. So they know what to expect and get them involved. It will lessen their insecurity and sorrows. This is also a way the employer will show interest in their employees, and that they take their careers serious.
ON-boarding
Appoint an onboarding buddy to accompany them during the process. It’s not only about taking care in a functional way, but especially about their personal development and human wellbeing.
AFTER-boarding
Ask and check about the progress when the boarding program is active and when the program is finished, when they start working in their actual new job. This gives valuable feedback for adjustments.
ONBOARDING IS NOT GIVING THEM A MANUAL OR A COMPUTER. NEITHER A FUNCTIONAL TO DO LIST THEY HAVE TO FOLLOW. IT’S ABOUT A REAL HUMAN EXPERIENCE!
Business Hippie Club 