Onboarding is sometimes considered a "softer" side of HR, but it's come a long way in recent years. For tuned-in organizations, it's an opportunity to solidify the important relationship between the new hire and the company. Countless hours (on both ends) went into the decision to bring tihs person on board, and re-hiring would be a drain on your team. Onboarding has shown to pay off through:
- Higher job satisfaction
- Higher job performance
- Lower turnover
- Increased brand evangelism
Beyond increasing employee satisfaction and retention, the role of onboarding is to provide a newly hired employee with the tools they need to be successful in their position. To smoothly transition a new hire onto the team, your company should be sure to do the following during the onboarding process:
Consider Emotional Onboarding
Emotional onboarding is the process of welcoming your new employee not just as a worker, but also as a person. According to Gallup, employees who feel emotionally supported at work are more likely to be top performers, so thoughtful onboarding is a perfect way to set a positive precedent. To do it:
- Make sure they feel physically safe, whether they're charting a patient's vitals or operating factory machinery.
- Create a team bonding experience, so the new hire feels like a part of the team.
- Arrange for a professional "buddy," someone the new hire can turn to for any question.
- Reiterate your excitement for their arrival; everyone likes to be reassured they are a wanted addition.
- Learn more about the importance of emotional onbaording.
Structure Onboarding to Run from Before Day 1 until Day 365 and Beyond
The first few days on a new job will have the most focused onboarding experiences, such as getting to know the workspace and procedures. But onboarding should be an ongoing effort for employers. Include elements like:
- Personal follow-ups with the new-hire prior to the start day.
- On-the-ground prep work before they arrive, such as clearing out the workspace and managing expectations with current workers
- Eliminating Day 1 paperwork by having new hires complete it from the comfort of their homes using an easy-to-use, cloud-based software. Dull HR paperwork is a necessity, but it doesn't have to take away from the excitement of the first day on the job.
- Prepare a training schedule for the first few months.
- Provide scheduled, ongoing feedback throughout the first year, both formal and informal.
- At around 12 months, transition the onboarding process into your employee management process.
Give All the Company Details
Your company has a unique culture and way of doing things. Some industries are so niche, they almost have their own language. Be sure your new hire understands:
- The company dress code
- Expectations about language, treatment of others and embodying company values
- Any industry jargon of acronyms they'll need to confidently follow business discussions
- Where everything they need is, from bathrooms and coffeemakers, to file locations on computers and office supply closets
- Who's who in the workplace; a hierarchy chart is a good starter
- How to schedule time away or communicate with team members when something comes up
Create a Seamless Transition with Software
A value-driving onboarding software is your ticket to high-efficiency onboarding. A great system will:
- Reduce the amount of time a new hire spends filling out massive amounts of paperwork
- Create more time for training and learning opportunities
- Track your onboarding success through metrics like employee retention, informal feedback and employee group comparisons
The BirdDogHR Employee Onboarding System creates a smooth transition for new employees that will make an impact on increasing retention and employee satisfaction. In the competitive environment of today's recruiting landscape, you've got to push the advantages where you can to keep talented people in place. Try a free demo of our smart HR software today, and choose which modules will drive the highest value for your HR department, from employee benefits management to employee learning management.