While hiring managers are often busy recruiting new staff and introducing the new workspace to them, it is equally crucial to focus on retaining the best talent on board, too. Only by doing so, the company can ensure the creation of an engaged and high-performing team. In other words, both inboarding and onboarding is essential.
We often hear the term onboarding but rarely mentions its brother, inboarding.
Inboarding and onboarding share the same definition as an ongoing process that helps employees (both new and established ones) acquire knowledge, skills, processes, and training needed for success within an industry. However, both terms serve different entity within the workforce.
See also: Seven Smart Strategies for REMOTE Team Onboarding
Onboarding, also known as organisational socialisation, is a comprehensive process that involves helping new hires understand their role and their place in an organisation. Onboarding is different from an orientation program that is only discussing the outer skin of business operation. Onboarding is much like diving deeply from surface to inner organisation operation, so ever since new hires step his foot in the office, they will have a picture of what to do and what is expected from them.
On the other hand, inboarding is a continuous process of onboarding. If onboarding focuses on new hires, inboarding focuses on present employees. Inboarding is aimed to support current employees who change positions, get promoted or move to a different location. In other words, inboarding is an ongoing process to establish and help employees acquire knowledge, skills, processes, and training needed to succeed in their new role or position.
“What should I do? Where do I turn to when I have a problem? Why does everything seem so confusing?”
Those questions would typically come from an employee who never experiences onboarding or new manager without inboarding program. In fact, every company that does not have such programs or is unsuccessful in conducting them will suffer from declining productivity and decreased performance from new hires. Employees without a successful onboarding program will also feel stressed and feel disconnected from the rest of the team due to a lack of knowledge about the job.
That said, onboarding is an important thing to do. Research published at MIT Sloan revealed that onboarding is the most critical time in an employee’s experience at a company. It has a long-lasting impact on engagement, performance, and retention for the long run.
Same as onboarding, inboarding is also beneficial in terms to retain top performers. Inboarding, Harver said, gives permanent impact on employees’ wellbeing, happiness, motivation, as well as engagement. Inboarding is also considered critical when promoting a new manager or leader position to employees. By assisting inboarding program to newly manager, there will be likely lower stress and turnover rate.
Employer should carefully develop and promote both onboarding and inboarding program on its own terms. To do that, here are the steps involved in making organisational change through inboarding and onboarding.
Read also: What is Greenhouse HR Onboarding?
This article first appeared on Talentvis