Onboarding is an integral process that helps new hires adapt with their new jobs and assimilate into the new workplace culture. If executed well, the new hires will easily integrate with the company culture and value system to dedicate themselves to work. However, if onboarding is not executed right, the new hires can feel lost, confused and doubtful about their new roles.
The success of an onboarding program is dependent on how new hires choose to accept the company culture, learn and stay or choose to quit within few months. Studies prove that 20 percent voluntary turnover happens during crucial onboarding stages. This is when companies lose their new talents within 45 days, due to bad or unplanned onboarding process.
On the other hand, another study found that with organized onboarding processes, 58 percent employees are more likely to stay with the business even after three years.
Statistical findings regarding the importance of onboarding does not stop here. Some of the findings from a survey conducted by SHRM could leave HR leaders jaw dropping. First, almost 4 percent new employees decide to leave their new jobs, immediately after the first day. Second, a higher percentage of new hires quit their jobs within the first 6 months. Further, potential employees decide whether they feel to be the best fit within the organisation culture within the first 30 days.
See: Attracting Top Talent and Improving Employee Engagement are Top Priorities for HR in 2017
Considering all these facts, listed below are some No-No’s for HR professionals during the onboarding process:
Do not forget to prepare the office to welcome new hires. You might need to check the room, space, or desk that will be allocated to them. Make sure that everything technical has been settled before they show up at work to avoid any unnecessary commotion.
If there is something particular about the company, that you think the new hire should know such as dress code or office norms, tell them beforehand so they will not get the wrong idea or wear the wrong clothes. Hand out written company guidelines and employee policy early, so they can learn about it at home. Provide initial guidance such that they will not be confused on their first day.
Don’t forget to introduce the new hires to their co-workers. While new employees are expected to be proactive and take initiatives, it will be more polite to introduce them first in front of the team.
Notify the team members beforehand and encourage them to greet the new hires with utmost hospitality. This simple practice can make a new employee feel welcomed and boost their overall confidence.
Don’t forget to explain how the business works and what you want the new hire to achieve. State clearly their position, job role, job description, schedules, goals, and expectations.
Make sure that you have provided clear specific details about everything, and ask if they understood all before getting to work. If you do not have time to do it yourself, delegate someone capable to do the job for you.
Don’t forget to provide follow-up with the new talents. Ask for their feedback, comments, and suggestions on what they feel about the onboarding process. Did it facilitate smooth integration? Are they clear about the job role and expectations? This could be a great way to evaluate the efficiency and efficacy of the onboarding program on new talents, while providing scope to rectify errors and make necessary improvements.
Also read: Hiring Activity to Grow in India by 10% to 15% in 2017