Employee Engagement

The Best Onboarding Practices For The Year

Companies invest a large number of resources in recruiting and hiring new talent, and in a current job market characterized by a high turnover rate, this can mean significant losses. It is here, where companies with a good onboarding process or hosting plan make the difference and manage not only to retain their employees but also better results in general, via the best onboarding practices.

Results of the Best Onboarding Practices

Having a planned reception plan or the best onboarding practices means creating the ideal scenario for the best possible employee training and employee experience, and even goes beyond the employee, since it positively affects business indicators:

Rotation Decreases

The lack of an onboarding program is one of the reasons why employees resign before 6 months

Accelerate Productivity

Organizations with an onboarding program achieve 54% more productivity from new employees

Increase Engagement

69% of employees are more likely to stay in a company if they experience good onboarding.

Improve Retention

Companies with an onboarding program retain 50% more new employees

Obstacles for new hires can range from not feeling identified with the company culture, work environment, or even failing to understand their roles well. A good onboarding process must respond and solve this type of inconvenience.

Follow these 7 tips for the best onboarding practices or hosting plan:

1. Start Before The First Day

Pre-boarding – Establish pre-boarding in your plan. It starts from the day the candidate accepts your job offer. To ease the first day at work and on your nerves, help the new employee feel prepared with relevant links to your company intranet and a plan for the first couple of weeks.

A couple of days before the start date, send the welcome day agenda with basic concepts such as dress code, work hours and calendar for the first week of work. Before the new employee arrives, send a statement to the entire office with the name and role of the newcomer.

Day 1 – The desk and work area should be ready with the equipment, materials, and tools necessary for the job. Confirm the text and details for inclusion on business cards and have an email signature ready for use. Add a default username to relevant communication channels and technology tools with the option to edit. Provides an overview of the company’s policies, benefits, vacations, and calendar.

2. Automate Or Digitize Parts Of The Process

Traditional approaches are expensive and time-consuming. Save time with email communications and electronic signatures. Paperwork signed in advance and delivered virtually will make the first day less stifling. Digitize checklists, policies, procedures, and company policies, welcome guide and work schedule. Automate and create electronic formats to reduce costs, errors, and complexity.

3. Be On Time

Summarize the little things in the first 2 weeks. Get administrative details, order equipment, and tools beforehand. Planning and ordering in advance shorten the initialization period. The newcomer will be able to focus on adapting to the company culture and learning the job.

When companies show interest and are efficient at integrating them quickly, new employees feel more secure.

4. Acclimate And Guide New Hires

Make a visit to the place on the first day of work. Take the new employee around the office or building. Identify security codes and basic services. Customize the tour with “Insider” tips on using rest areas, idle areas, transportation, and better places to eat or shop.

5. Who Is Who? Integrate And Familiarize

Provide a fun organization chart or collage of each person and their roles. Play to find out who is using an application. Use apps to test the new hire with the faces, names, and roles of colleagues. This will reduce the stress related to remembering people’s names beyond the first handshake – schedule meetings between of new and experienced employees to aid future coordination and collaboration.

6. Set Expectations

Prepare an itinerary for performance schedule a meeting with the direct manager within the first three days to review roles, responsibilities, and rewards. Organizations get what they measure and reward from the employee. Link new employee tasks to the company’s reward measurement and control systems to drive higher performance.

 7. Create A Monitoring System For The First Month

A virtual tracking system allows the employee to respond during downtime.

  • Week 1: send an email with a checklist of company policies.
  • Week 3: share a survey to assess the knowledge of the company.
  • Week 4: gamify a quiz to test the competitor or company processes.

First month onwards: follow-up with the meetings.

A Full Employee Training Plan for 2020

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