The Best Onboarding Process Happens in the first 90 Days
The first 90 days of onboarding determine whether the cooperation becomes successful in employee experience.
With a high service level from during the first 90 days of employment, hires are likely to work harder with positive attitude. This was the conclusion of a study based on 294 recently hired employees. This is certainly a great factor to include when you want to create the best onboarding process possible for your company.
If the new employee does not receive guidance there is a significantly higher risk that the employee becomes unhappy and unproductive. So, this employee may leave the company before 3-4 months of employment.
Do You Make this Classic Onboarding Mistake?
Some companies have an onboarding program for new employees, and think that they are 'home safe'. But we have to remember that onboarding is more than just formal training.
Michel Falcon from the Experience Academy says that onboarding is: “The design of what your new employees feel, see and hear after they have been hired.” In other words, in the best onboarding process, we need to ensure great onboarding by involving colleagues and managers as well.
Ensuring that everyone in the company understands their role in creating a great experience for new employees (from day one!) is the right way to go. Combine this attitude with formal onboarding training, and your organization is well on its way to creating great onboarding.
Of course you need to go through a process before you have everything correct. You will meet some challenges in your towards the best onboarding process which include:
1. Lack of Role Clarity: When onboarding new employees you need to be clear about roles. This means both the new hire and others in the employee onboarding process.
2. Misunderstandings in expectations: Among onboarding best practices in human resources, expectations are key. Be sure to follow up and communicate along the way to meet these challenges ahead.
3. Time management issues: Planning ahead is crucial for hr professionals. Not having the calendar in place for the new team member can create pressure.
4. Manager issues: Be prepared to handle top talent. You keep hires in the long term, when hiring managers needs to up their game in onboarding efforts - for example with soft skills.
5. Cultural issues: make sure your work environment is inclusive and provides safety when the employee starts. The employee’s first day can be nervous, so your onboarding experience is greater as the company culture embrace cultural differences. Maybe your employee handbook needs an update?
6. Relocation: Effective onboarding starts with the practical things. Like giving a great experience and a smooth process in the transition and relocation to your company.
Other Onboarding Process tips:
Now that you know the common challenges you should start looking at how you can structure the process. Consider how you want to engage new hires in your onboarding process.
The development of employees is crucial too. You need to make sure they are trained on an ongoing basis. Consider digital learning in your efforts as you can provide learning and training anywhere anytime which makes employee experience in your onboarding process greater.
You might want to check the needs and future ambitions of your new colleague. At some point they want to make shifts in their career or develop and interest in other job functions. Make sure you provide the information about how to develop into other departments for example, so you make sure the new hire stays within your company.