Demystifying employee onboarding.
If you have gone through the trouble of recruiting and interviewing to find the very best candidates for your company, you will understand the pain and effort that goes into the process. Sifting through thousands of applications, conducting interviews, and whittling down the list of potential hires to just a handful of top candidates is no easy feat. Ask any HR professional or hiring manager and they will tell you that finding good talent is an exhaustive process that requires a lot of time, energy, and resources.
So, the last thing you want is for your recruits to leave shortly after they start working for you. High turnover rates not only cost businesses a lot of money in terms of recruitment and training expenses, but they can also hurt morale and productivity. In some cases, high turnover rates can even damage a company’s reputation.
This is why employee onboarding is so important. In this article, we will discuss why employee onboarding is essential to retaining top talent and how you can make sure your new hires have a smooth transition into your company.
What is employee onboarding?
Employee onboarding is the process of orienting and acclimating new employees to an organization. It is essential to retain top talent because it sets the tone for the employee’s tenure with the company, establishes expectations, and builds trust. When done correctly, employee onboarding can help new hires feel welcomed, supported, and valued, which leads to increased job satisfaction and engagement.
Studies have shown that happy employees are more productive employees, so it’s in a company’s best interest to invest in onboarding. Additionally, onboarding can help reduce turnover rates by up to 25%. With the costs of recruiting and training new employees averaging $1,500 per person, the savings from reduced turnover can be significant. In today’s competitive marketplace, organizations that invest in employee onboarding will be better positioned to attract and retain top talent.
Employee onboarding vs. Employee orientation.
It’s important to note that employee onboarding is not the same thing as employee orientation. Employee orientation is a one-time event that provides new hires with basic information about the company, such as the company’s history, culture, and values. Employee onboarding, on the other hand, is an ongoing process that helps new hires acclimate to their new roles and responsibilities, build relationships with their colleagues, and become productive members of the team.
While employee orientation is important, it should be viewed as a starting point for the onboarding process. Orientation is often conducted on the first day of work and typically lasts a few hours. Onboarding, on the other hand, can last several weeks or even months.
Many companies make the mistake of thinking that employee orientation is all that’s needed to help new hires transition into their roles. However, orientation is just the first step in a much larger process. To effectively retain top talent, companies must go beyond orientation and invest in a comprehensive employee onboarding program.
The benefits of employee onboarding.
There are many benefits of employee onboarding, both for the employer and the employee.
For employers, employee onboarding can:
Reduce turnover rates:
The toughest part of recruiting is not finding good talent, it’s keeping them. With the costs of recruiting and training new employees increasing, it’s more important than ever to focus on employee retention. It directly affects your company’s bottom line. By investing in employee onboarding, you can reduce turnover rates by up to 25%.
When new employees feel welcomed and supported, they are more likely to be engaged with their work. This leads to improved morale and increased productivity.
Decrease training costs:
Investing in employee onboarding can help reduce the amount of time and money you spend on training new employees. By orienting new hires to the company culture and expectations up front, you can decrease the amount of time they need to be up-to-speed in their new roles.
Employee onboarding can help new hires feel supported and motivated to do their best work. When employees are engaged and productive, their work has a positive impact on the bottom line.
For employees, employee onboarding can:
Help them feel supported:
Starting a new job can be overwhelming, but a well-executed onboarding process can help ease the transition. By providing new hires with the resources they need to be successful, you can help them feel supported and valued.
Help them acclimate to their new roles:
Employee onboarding can help new hires understand their roles and responsibilities, build relationships with their colleagues, and learn about the company culture. This can help them hit the ground running and be productive from day one.
Employee onboarding is a great opportunity for new hires to meet their colleagues and build relationships. By investing in onboarding, you can create a team environment that is supportive and collaborative.
Increase job satisfaction:
When employees feel supported and engaged with their work, they are more likely to be satisfied with their jobs. Employee onboarding can help create a positive work environment that leads to increased job satisfaction.
How to create an effective employee onboarding program?
An effective employee onboarding program will help new hires adjust to their roles and responsibilities, become familiar with company culture and expectations, and build relationships with their colleagues.
To create an effective employee onboarding program, companies should:
1. Create a good first impression to attract new hires
The onboarding process should start before a new hire is even recruited. By clearly articulating your company culture and values on your website, you can attract candidates that are a good fit for your organization. You should create a positive and welcoming impression of your company so that potential candidates are eager to join your team. Being transparent upfront can help you gain trust and buy-in from new hires before they even start.
2. Define the goals of the onboarding program.
Without clearly defined goals, it will be difficult to measure the success of the onboarding program. What do you want to achieve with your onboarding program? Do you want to reduce turnover rates? Increase productivity? Improve morale? Answering these questions will help you create an onboarding program that is tailored to your company’s needs.
3. Create a timeline for the onboarding program.
Onboarding should not be a one-time event. It should be an ongoing process that starts on the first day of employment and continues throughout an employee’s tenure with the company. By creating a timeline for the onboarding program, you can ensure that new hires have a positive experience from their first day on the job to their first year and beyond.
4. Develop a plan for orienting new employees.
The orientation process should introduce new employees to the company culture and expectations. It should also provide them with the resources they need to be successful in their roles. Orientation activities might include a tour of the workplace, the company’s organization charts, introductions to colleagues, and training on company policies and procedures.
5. Train managers and supervisors on the onboarding process.
Managers and supervisors play a critical role in the onboarding process. They should be trained on the goals of the onboarding program and how to support new employees through the transition. Additionally, they should be familiar with the resources and materials that are available to new hires.
6. Create materials and resources for new employees.
Onboarding materials and resources should be readily available to new employees. They should be easy to find and understand so that new hires can reference them as needed. Materials might include an employee handbook, job descriptions, contact lists, and company policies.
7. Assign a mentor or buddy to each new employee.
Pairing new employees with a mentor or buddy can help them feel welcome and supported during their first few weeks on the job. Mentors and buddies can answer questions, provide guidance, and introduce new employees to their colleagues.
8. Set up regular check-ins with new employees.
Regular check-ins allow managers to provide feedback and answer any questions that new employees might have. They also allow managers to identify any areas where new employees might need additional support. Check-ins should be scheduled at regular intervals throughout the onboarding process.
9. Evaluate and revise the onboarding program regularly
The onboarding program should be evaluated regularly to ensure that it is meeting the needs of new employees. If changes are needed, they should be made promptly. Additionally, the goals of the onboarding program should be reviewed regularly to ensure that they are still relevant and achievable.
Employee onboarding phases:
In this phase, you will prepare new employees for their first day on the job. This might include sending them information about the company, their roles, and what to expect on their first day. Additionally, you can provide new employees with access to an employee portal so that they can begin familiarizing themselves with company policies and procedures.
2. Day one and two
The goal of this phase is to help new employees feel welcome and comfortable in their new roles. On the first day, you can provide a tour of the workplace and introduce them to colleagues. You can also review company policies and procedures. On the second day, you can begin training new employees on their specific job duties.
3. First week
The goal of the first week is to help new employees settle into their roles and begin contributing to the company. During the first week, you can continue training new employees on their job duties. You can also provide them with opportunities to meet with their managers and ask questions. Additionally, you should check in regularly with new employees to ensure that they are adjusting well.
4. First month
The goal of the first month is to help new employees become fully acclimated to their roles and the company. During this phase, you can provide additional training and support as needed. You can also continue to check in with new employees regularly. Additionally, you can start to provide new employees with opportunities to take on additional responsibilities.
5. Three to six months
After the first month, you should continue to provide new employees with support and guidance as needed. Additionally, you can start to assess their performance and identify any areas where they might need additional development.
6. Six months to one year
By the six-month mark, new employees should be fully acclimated to their roles and the company. They should be performing at a high level and contributing to the company in a meaningful way. Additionally, you can begin to provide them with opportunities for advancement.
7. Continuing education and development.
Even after the first year, you should continue to provide new employees with opportunities for learning and development. This might include access to online courses, conferences, and other professional development resources. Additionally, you can encourage them to pursue further education and training.
Employee Onboarding Template
Please download the attached employee onboarding template to help you create a successful onboarding program for your company.
Download the Employee Onboarding Template here:
By creating a well-designed onboarding program, you can help new employees settle into their roles, become fully acclimated to the company, and start contributing to the company in a meaningful way. Additionally, you can provide new employees with opportunities for learning and development so that they can continue to grow in their careers.
If you have any questions about designing an employee onboarding program, please contact us. We would be happy to help you create a successful onboarding program for your company.
Thank you for reading! We hope this article was helpful.