Onboarding can be extremely challenging and time-consuming without the right tools. Even with the right tools though, there are many efficiencies to be had.
Forbes contributor George Bradt and I recently had a conversation about such efficiencies, including those gained by onboarding new hires in groups, rather than one by one:
Speaking to a group can take quite a bit of time out of your work life, considering the prep time, delivery, and feedback required. By onboarding individuals in groups, you can say what you need to say once and answer questions once for dozens of people at the same time, rather than having to repeat yourself for each person. This is the most obvious and attainable efficiency for group onboarding.
From a management perspective, having multiple people start on the same day (especially if they’re in the same role) will make it clear who is outperforming their peers and who needs more help to catch up. The key to making this successful however, is to have extremely clear and well-communicated expectations tied to easily measured outcomes.
From benchmarking, also comes healthy competition. As I mentioned in the Forbes article, “The key word here is healthy. This is where cultures can go very wrong, very fast. If you’re not using benchmarking and competition to improve your employees on both a group and individual level, you will most likely start to see unhealthy levels of turnover.”
On your first day of college, you probably felt a certain level of comfort because you knew there were thousands of people going through the exact same thing you were. This feeling can easily be replicated when onboarding in groups in organizations, even though the quantity of people starting is much smaller.
Read the full conversation on Forbes.com.
Learn how companies onboarding employees with Lessonly here.
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