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.
Learning and instructing can be done by various strategies. The goal is to make learner understand the topic and have a positive approach towards learning. The learner must attempt to learn what is taught and how to apply it in everyday life.
In passive learning methods, a learner typically reads content and tries to absorb as much as possible. Scenario-based learning is an effective strategy where learners are given realistic tasks and scenes. Unlike passive learning methods, scenario-based learning is characterized by a lot of interactivity.
Scenario- based learning is especially effective in corporate training. It provides the learners with situations which require analysis and problem-solving skills. Dealing with a challenge helps a learner to accelerate their thinking processes and hone their decision-making skills.
Other key benefits of scenario-based learning are:
Higher Retention: Passive learning may or may not sustain the attention of an employee, and they can miss out on certain elements which may be essential for growth. In scenario-based learning, a learner devotes their full attention throughout as they solve issues and challenges.
Involvement: Since the learner is role-playing, he gets involved in the training and experiences it in-depth, staying engaged and taking part actively throughout the training program.
Enhancement of Skills: Scenarios need a learner to put on their problem-solving hat and apply their skills. This leads to enhancement of decision-making process and other skills like time management, analytical skills, resource management, etc.
Knowledge Application: More the practicality of learning, more its application in genuine life. Since a learner gets engaged as a part of the scenario, along with better retention, it also enables the application of the learnt content in a much better way to real-world situations.
Try Again Option: Being a problem solver in a simulated environment gives you the opportunity to fail and try again without real-life consequences. A learner can take the program multiple times safely with short feedback loops. They can try unique approaches to the same situation, gaining various perspectives and enhancing their skills.
Scenario–based learning should be built only after having a detailed knowledge of the subject and understanding the audience for the training program. The scenario can be a narrative with a single character or a situation with multiple characters. The success of the training program will depend on the learners’ perspective and understanding of the thought process of the character and the situation being simulated.
The idea, ultimately, is to motivate a learner to go further into detail and trigger interest and thought. If done well, the combined use of practice and problem-solving in scenario-based learning can go and long way in building and strengthening the learner’s knowledge, skills and confidence.
The key to a successful employee induction is a great on-boarding experience. Simple yet efficient, this process helps make a warm impact on your employers and retain excellent performers in the long run.
Gen X (or Generation X are the people born between the mid-1960s and the early 1980s) have mostly already started their careers and are in their mid-life career wise as compared to the new young adults who have just taken a foot in the industry. Gen Xers are those who had working parents in their childhoods, because of wars, recession and many more reasons. It was because of this that they learnt to be free, independent, and have a set of goals or rules in their work ethic.
According to research they occupy 60% of the current workforce, engaging them is crucial for any organization’s fate. Gen Xers are ridiculed to be lax and lazy, as they do not have the same mindset as that of the generation before or after them. But in this stage where the employees who followed a hierarchical management are retiring and innocent, doe-eyed adults who know nothing of the company are entering, Gen X is the perfect employee to hire. But to recruit Gen X, you need to follow certain ways to have a strongly retained employee: Gen Xers prefer on-boarding programs that incorporate self-guided processes. So, designing the Induction Program which is comprehensive and yet interesting to Gen X is exceedingly essential.
Here are 5 things to do before building a particular on-boarding program that will ensure your employees have high-performance productivity and engagement:
Seeing that Gen X is approaching their 40s–50s, they would shift more into roles that allow them to lead. Born in the era where children had to be independent from a young age, they learnt to be pragmatic and cynical of adults. It makes sense for Gen X to lean more towards development and mobility. But they won’t hesitate to leave a job where they don’t feel valued or feel any room to grow skill wise.
Gen Xers are those who create and take nothing in return just work flexibility and freedom with their work, examples of such are the creators of Google, YouTube and Amazon. There is a simple approach in keeping a Gen X in the company and that is making sure they get as many projects to develop as possible to keep them satiated.
2. Designing Content Gen X Wants
According to Deborah Masten, HR Director for Plano, Gen X can’t be led by examples but interactions. They want to know what’s expected of them, and they want accurate and timely feedback. A systematic on-boarding process can plan out A to Z of a project to help both the employees and the employers. It can be done by systematic planning using any good on-boarding processes. ICE-Cube Induction Framework is one such framework that can help you in scoping out how, when and what to deliver to the new hires.
3. Make Learning Fun and Interactive
Make sure you don’t go bland in the on-boarding of Gen X; it is essential to not make them lose interest in you. Incorporate a modern portal that includes videos and gamified learning to make the process more interactive. Avoid monotonous presentations from obstructing fun on-boarding experience. Gen Cers maybe in their 40s, but they sure are tech savvy.
4. Go Mobile
Gen Xers love to work, develop and are happy to see their projects execute perfectly. This is the main difference of them from the previous generation, their ability to work with the Internet. Gen X can work from anywhere, anytime: and being shackled is their biggest pet peeve.
Gen Xers are self-reliant and thus if given the opportunity they can develop their own skill sets by applying their creativity and resources given to them by managers.
5. Appreciations & Rewards
Gen Xers have established a settled state in their life by working and have families as a priority. Flexibility makes sense from their perspective to spend time outside work. To recruit, retain and motivate Gen X, appealing to their needed work-life balance is a must. By giving them remote creative control over projects, giving immediate rewards and a good relationship with the team and managers are few ways of successful on-boarding of Gen X.
Given that 72% of companies have a bring your own device (BYOD) policy and allow employees to bring their own devices to work, Gen X has a higher chance of control over their schedules, decisions, responsibilities and creative freedom. The onboarding is a win-win for both the hir