time-to-performance onboarding new hire

Do you feel like you are more effective, when you confidently throw yourself at a task you know? Then try to remember how it felt back when you were new in your role and had to handle a task for the very first time.

Time-to-performance defines the time it takes a new hire to complete their tasks and reach their KPI's (Key Performance Indicators) by themselves.

With effective preboarding, time-to-performance can be minimized with up to 60%. The reason is that preboarding lays a foundation for the coming onboarding.

Want to know more? Learn everything you need to know about onboarding.

When the new hire arrives on his/hers first day, they should feel well prepared and ready due to the preboarding they have been introduced to. Preboarding is a part of shortening the onboarding period and thus the time it takes the new hire to solve their own task by themselves.

But do not just focus on the preboarding and forget everything about onboarding. Onboarding is still essential as a thorough introduction to the new tasks contributes to  effective onboarding program that in turn will lead to bringing down time-to-performance. People often feel a lot more confident with their tasks if they have thorough knowledge about what they are doing. Pre and onboarding speeds up the feeling of affiliation to the organisation while also giving the new hire a sense of responsibility towards the organisation.

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5 tips to your pre & onboarding:

    • Give the new hire access to digital training modules before their first day at work. The training should give them information about the organisation's history, vision, mission, and goals. That way the new hire will feel like a part of the organisation faster, but also feel a lot more prepared for the first day. 
    • Write a message to the organisation about the new employee, so they can welcome the new hire together and avoid people not knowing that a new hire is starting.
    • The new hire is the center of attention - focus on how the new hire's competencies can help the organisations' mission and goals - not the other way around.
    • Give the new hire a buddy, who is responsible for the professional training, but also a social buddy, who will introduce them to the culture at work as well as other employees. This will increase the new hire's confidence at work.
    • Make sure the current employees understand the organisation's onboarding strategy, and let them try your digital onboarding, so they understand what a new hire has to go through.
    Onboarding Guide English