In recent times, as HR professionals, we’ve borne witness to a concerning trend. A rising number of new candidates and hires, brimming with potential and enthusiasm, make the decision to part ways within the first three months.
The culprit? Inadequate onboarding experiences. This early departure might stem from multiple factors: perhaps an overwhelming influx of information without proper guidance, a lack of clear role definition, or even the absence of a warm, inclusive welcome.
It’s not just about handing over a laptop and a handbook; it’s about integrating a new member into the fabric of the organisation, and any oversight or negligence can lead to a sense of isolation and disillusionment for the new hire.
Why onboarding matters
Before diving into the ‘how,’ it’s crucial to understand the ‘why.’ A well-structured onboarding process not only helps newcomers understand their roles but also cultivates a sense of belonging and loyalty. It sets the tone, lays the groundwork for future interactions, and greatly impacts how efficiently new hires integrate into your organisation.
Steps to creating an exceptional onboarding Experience:
Pre-boarding communication: Even before the new employee’s first day, set the stage. Send them a welcome email, provide essential reading materials, or even introduce them virtually to their team. This helps in alleviating the first-day jitters.
A warm welcome: Personal touches like a welcome card, branded merchandise, or a team lunch can make a world of difference. It signals that the company values and cares for its members.
Clear role definition: Ensure that new hires understand their job role, responsibilities, and how they fit into the larger organisational structure. This clarity reduces uncertainty and boosts confidence.
Training & resources: Offer comprehensive training programs and make sure they have access to necessary resources. This equips them with the tools they need to succeed.
Assign a mentor: A dedicated person who can guide, answer questions, and offer support can significantly smoothen the transition process.
Feedback loop: Regular check-ins during the initial weeks are vital. It provides a platform for new hires to voice concerns, ask questions, and offer feedback.
Culture immersion: Instead of just telling them about the company culture, show it. Involve them in team activities, workshops, or town halls. Let them experience the culture firsthand.
Continuous learning: Onboarding isn’t a one-time process. Encourage continuous learning and offer opportunities for further training and development.
While these steps provide a roadmap, remember that every individual is different. Personalising the onboarding experience, understanding unique needs, and being open to feedback can make your process even more effective.
As we journey in the world of HR and employee engagement, it’s essential to have tools that help us measure, evaluate, and improve. If you’re keen on understanding how your current onboarding process stacks up and identifying areas of improvement, I’d recommend checking out the People Success Scorecard. It offers a comprehensive assessment, and the impact your onboarding efforts are having on new employees, ensuring your team members, both new and old, are set up for success.
Discover your People Success Score