Tag Archives: new employee

Why should you pay more attention to the on-boarding of your new hires?

Onboarding new employees is not just briefing about the office; but integrating them into the business. The onboarding process should start from day one. Starting a new job is baffling for any employee, so it is the employer who makes the employee feel comfortable from the day they arrive and ensure that their worries are eased. The onboarding process should start as soon as the employees are offered a new role. Employees tend to stay for a longer period if more attention is given to the onboarding process.

Any reasonable employer will understand that employees are the backbone of the organization. Without good employees, the organization may rise financially but it doesn’t lead to growth and development if employers don’t consider their employees enough and this includes the way they are treated when they first sign the contract.

A strong onboarding process can ease anxiety and stress, by making the new employee feel welcome from day one. Employees feel valued if they are treated with respect and a good onboarding process can help to achieve this. If low retention is seen, it is time for employers to look carefully at their onboarding processes and make necessary changes. Here are some reasons why you should pay more attention to this process.

1. It’s cost-effective

Hiring an employee is a long process which comprises of putting up the ad, interviewing the candidates, shortlisting, negotiating salary, providing the setup. Onboarding process ensures that all the hard work doesn’t go waste. Paperless onboarding is also a way of minimizing cost. Instead of overwhelming an employee with a lot of information on the very first day, sending documents to go through becomes easier.

2. Improves retention
Onboarding a new employee is creating a good impression even though it is not just a day process. An employee gets the idea about the organization on the website but briefing personally has a different and positive impact on the employees. It’s a crucial phase where expectations are set, concerns are clarified, directions are given, and culture is instilled. If you are unable to create a comfortable environment, the risk of losing an employee increases before one can significantly contribute to your goals. A strong onboarding process improves retention as the employee feels a part of the organization.
3. It boosts productivity
Newly joined employees get overwhelmed when they try to absorb all the information in one go. This results in lower productivity. A good onboarding process includes a clear structure that helps new hires ease into the role and responsibilities. Details can be provided in stages instead of explaining all in one day. This helps in faster learning and the employee remembers the information systematically. Instead of providing theoretical knowledge of a task, if the employee is trained while performing the task, it would lead to better results.
4. Builds good reputation
An employee’s experience during onboarding, whether good or bad, can easily creep its way to review websites and social media networks, and this can affect how job seekers and clients perceive your organization. Making a successful onboarding program motivates the employee and fosters a feeling of pride in working for the organization. This further results in employer branding and creating a good reputation.
5. Creates brand champions
When onboarding an employee, you must clearly state what you stand for as an organization and explain how the new hire can contribute to that. Also provide an experience to make your employees, firm believers of the organization. This creates motivation which goes beyond the paycheck they receive. The onboarding process makes employees feel that they are an essential part of the organization and encourage them to work with dedication.
Employee onboarding is more than just communicating company policies, setting up workstations, and office introductions. It is the process which would lead to further outcome of the employee, be it positive or negative. And thus, a lot of attention needs to be paid on the process.
References:
https://www.tanda.co/blog/five-reasons-to-do-employee-onboarding-right/
https://recruitwrite.com/why-employers-need-to-pay-close-attention-to-the-onboarding-process

The 7 Key Objectives of your Induction Program

A sense of belongingness is a very important aspect for an individual joining a new workplace. A new employee who feels accepted and included at the workplace, adds to the overall growth of the organization as well as the employee.

An Induction Program can be said to be the first step to welcome new employees.  Through the Induction Program, organizations introduce the new hire to the workplace, roles and responsibilities and culture. It creates a feeling of trust with other employees and significantly improves employee retention.

The induction program addresses key aspects of working in the organization:

Inclusion: Inclusion is an important aspect for an individual entering a new group. Making them feel a part of organization can be done with a warm welcome by the team members. An employee must not feel like an outsider at the workplace. This should be collectively handled by the higher officials as well as other employees.

Introduction: The new employee should be introduced to all the departments and colleagues. Ideally, a mentor can also be assigned to initiate them into the projects which the employee would work on. It helps as employees can speak out their doubts and clear them with the guidance of a mentor.

Rules and Regulations: A key part of induction is explaining the rules and regulations of the organization like work hours, dress code, annual leaves, appraisals, incentives, and flexible working arrangements. This creates a sense of awareness and predictability for the employee.

Vision and Mission: The aims and objectives of the organization, and its work culture should be made clear, so that the employee has a clear idea of the work environment and how to behave.

Job description: The incumbent’s job profile along with their responsibilities and challenges needs to be briefed to them. This can be explained with the help of earlier projects and the execution done by members of similar profile. The employee must know about their key tasks as well as the qualities required for completing them. In this way they can brush up their skills or learn new skills, if required, to be prepared for all the upcoming new tasks.

Role training: Practical execution is always easier after an employee knows all the aspects of a particular job profile. A newly joined employee can be trained, so that they have a grasp of all the responsibilities of their position. A guide or mentor can assign tasks in the initial months and the organization can assess the strengths of the employee, basis which similar tasks can be assigned in future.

Feedback:  After a few weeks of joining the employee can be asked about his experience and if any suggestions or modifications should take place. An employee feels motivated and appreciated, when such feedback is taken.

Employee Induction needs a proper planning and needs to be revised after every year for new perspectives. It is a key to ensure retention for employees.

New employees need to feel comfortable in their new work environment and become productive as soon as possible. With some of the factors discussed here, retention rate of employees increases. In closing, induction needs to be thought of as an investment in an employee for the long-term benefit for the organization.