Onboarding Process: Why Is Onboarding Important
Turnover is expensive. It’s estimated that replacing an entry-level employee is up to 50% of their salary. That percentage only increases as you move up within the company. Along with the financial burden, morale and productivity can suffer from a person’s removal from a team or organization. Great onboarding can reduce time to productivity, make a positive financial impact more quickly, and increase employee drive. A perfect onboarding process also establishes a culture of learning and growth. That culture then translates to higher employee retention. In fact, new employees who go through a structured onboarding program are 58% more likely to stay with the organization after three years.
Some companies try to replace their onboarding process with a simple orientation process. Their new employees may have a meet and greet with the other members of the team and get a tour of the facility. After that, they’re handed their laptop and shown to their desk. The difference between onboarding and orientation is the length, depth, and effectiveness.
To establish a successful onboarding process, you’ll need an onboarding timeline. If your onboarding timeline is one or two weeks, your employees could drop off quickly. On average, only 37% of companies extend their onboarding programs beyond the first month, but those who do see more engaged and productive employees. This does not mean that you need to have constant training for weeks or months, but just occasional check-in’s with employees. Start them out with something simple that they can do instead of looking at presentations and reading through manuals all day. Give them a mentor they can shadow to pick up on tricks you may have missed in training.
To have a great employee onboarding process, you must plan. You need to have a plan of what you want your new employees to achieve or experience every month of their onboarding process. They’ll get more accustomed to their individual task within the first month, but be sure to teach them big picture ideas as well. Without planning, onboarding can be confusing to employees and imply that a company has no idea what it’s doing.
Employees that know the big picture of their individual task will have greater motivation and may even have great ideas how to improve the bigger picture. Clarifying a finish line can completely change an employee’s mindset.
To start with the most basic definition of the onboarding process, it is the process that gets your employees up to speed and turns them into productive employees in your organization. Every company needs onboarding regardless of tasks and regardless of culture. As easy as things seem to be after a few months of doing them, you too were at one stage clueless as to how this company ran. When you hire a new person, you cannot expect them to pick everything up as quickly. But, with a quality onboarding process, they may pick it up even faster than you.
The employee onboarding process is the first impression your new employees have of you outside the recruiting and hiring process. To make a good first impression, you’ll need to establish a good onboarding process that immediately integrates new team members and gives them the tools they need to be successful. Locking your new hires in a dark room to only listen to presentation after presentation and review an employee onboarding process ppt made in 1997 doesn’t cut it anymore.
Forming a successful new employee onboarding process involves thought. On their first day, you’ll likely want to cover the basics. This presentation will give a nice overview of what your company does and the history. Then, you’ll likely want to give new hires and buddy or teammate that they can work with and ask questions. This is a great way to give them a familiar face within the company who can also be a valuable resource.
The new hire onboarding process is a delicate one. Any employee is easily the most malleable at the beginning of their career. Everyone has their own ideal sample onboarding process and looking at samples is a great place to start. But, you must create your own to accurately fit your company. The best onboarding processes feature custom training paths and lessons about key metrics, team & personal objectives, and helpful resources that any new team member should know.
Having an onboarding process template is a good practice. You will be able to answer questions about what you’re going to work through in the first week and what you’re going to accomplish in the first month. It’s a good way to gauge where you are in the onboarding process versus where you need to be.
Onboarding new employees is an exciting time for both companies and employees. Make sure to harness that excitement with proper planning and establishment of your new hire onboarding process flow.
To create a new hire onboarding checklist, you need to decide what you want your new employees to experience in their first week. You don’t want to bombard them with information, but you can’t drag out the initial learning process for months. You’ll find the perfect balance with some practice.
Consider having a company overview before the meet the team and tour. The company overview should brief your employees on common processes they may not be aware of. Also, after this section they will have a better idea of day-to-day operations. So, when the meet the team section rolls around you can go over roles of what people do what tasks. New employees will have questions and they should know the expert in that area when they do.
A manager onboarding checklist might be different than your new entry level checklist. You should have checklists prepared for different departments as well as different positions. If your new manager is being promoted from within, their checklist will be different than a manager that’s new to the company. Maybe the meet the team section is more important than the company overview section in a manager’s checklist. The decision is up to you.
An employee onboarding process checklist ensures HR does not glance over one section or completely forgets another. It’s helpful to both parties and when a new employee asks a question, you can take notes to be sure to cover it next time.
Get started making onboarding process checklists today; make a few and test them out.