A disengaged workforce can be one of the most toxic forces in company, and it is a silent killer lurking beneath the surface. Human resources…
Top Four Common Onboarding Mistakes to AvoidBRANDING Employee Relations GENERAL Leadership Management People Development Productivity RECRUIT August 24, 2016
After the long process of interviews and other hiring activities, the next crucial stage is to manage the new hires efficiently through an effective onboarding process.
An onboarding process is not merely to help new employees adjust to their new job roles and company’s culture. Instead, it is tightly related to the new hire’s retention rate and engagement in the workplace.
According to a SHRM study, half of senior hires fail within 18 months to a new job position and half of hourly workers leave the job within 120 days. Based on the same study, correctly-done onboarding process will lead to many benefits such as higher job satisfaction, organisational commitment, lower turnover, higher performance levels, career effectiveness and lowered stress.
It is clear that onboarding process holds an important role in determining the overall hiring success in a company. HR department personnel who are responsible for the recruitment process should be cautious to mistakes that can occur during the onboarding process and seek for good strategies for a successful one.
Here are some common onboarding mistakes to avoid:
- A bad first impression
A great onboarding process will lead to a long, successful partnership between employers and the new hires. A well-prepared cubicle, computers, telephones and any other supporting facilities will support the necessities for the employees as a start. Supportive colleagues and superiors will contribute to the good impression as well.
Feeling warmly welcomed, they will be more encouraged to learn about their new working environment, culture, colleagues and even other areas that are outside their primary duties and job roles. This is a great start to help new hires adapt to the new workplace.
- Not involving the other departments
Most HR managers and supervisors only include co-workers in the same department to help with the onboarding process of the new hires as they will work together as a team, getting to know each other is vital.
However, HR managers should also involve the overall employees of the company to help the new hires adjust to the new work environment. A simple action by announcing the new hires’ names and job positions can induce new hires’ feeling of acceptance and as part of the company.
- Unclear expectations and company’s policies
All new hires should understand the company’s mission and core values, and how their current positions can contribute to achieving them. An employee should have the chance to review any guidelines, proactively inquire about them.
Also, clear descriptions and expectations towards the job position will allow them to be more focus on their job roles and elevate their capabilities as well. Conversely, unclear ones will create a vague, even frustration that dampens the productivity.
- Forgetting the follow up
Employers and HR managers should seek for feedback for the overall onboarding process from the new hires. Such valuable inputs will give adequate evaluation and space for improvements to have a better, more effective onboarding process in the future.
By avoiding these mistakes, companies will be able to achieve better recruitment results in the form of more engaged employees that are ready to give their best at work!
You might also like
One of the many important things that lead to employees’ burnout and disengagement at work is the existence of an overly demanding boss. Every task…