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5 Employee Onboarding Fails and How to Avoid Them

5 Employee Onboarding Fails and How to Avoid Them
From Recruiter - September 9, 2016

New employee onboardingis an easy thing to muck up, and unfortunately, theres no going back once the damage is done. You can, however,moveforward and improve on your flawed onboarding process.

With that in mind, here are five very common mistakes employers make during the onboarding process, as well as some advice on how to avoid them by implementing abetter employee onboarding process:

1.Assessing New Employees Too Quickly

Twenty-sevenpercent of executives think employers form an initial opinion as to whether an entry-level employee will be successful during the employees first two weeks on the job.

Really? Two weeks? If only 2 percent of executives thought this way,it wouldnt be cause for concern, but were talking about a little more than one in four.AtClick Boarding, we talk a lot about employee development, and thats never more important than it is in a situation like this!

Fix It: During an employees first few months on the jobespecially if the employee occupies an entry-level positionmanagers shouldnt be focused on whether or not the employee is going to be successful. A few months isnt even enough time for employees to prove themselves to you!

Furthermore, as a manager, its your job to help employees develop over time. Keep your unconscious bias at bay by setting performance goals early and collaborating regularly with new employees to ensure they have the resources and motivation they need to meet these goals.

Start Now: Set performance expectations in the job advertisement and during the interview process. Once youve extended an offer, outline the new employees goals for the first day, week, month, and quarter. These can becultural and social goals (e.g., have lunch with your team once a month), or they can be goals related to technical skills(e.g., learn how to properly file documents per project guidelines within one month). People have an easier time meeting expectations when weve set clear ones.

2.Failing to Give Employees a Sense of Purpose

Fifty percent of employeesdo not find meaning or purpose in their roles.

What an unfortunate statistic! Much research suggests that job satisfaction is tied to company values, organizational culture, and the honesty and respect of leadership. So, how can you ensure that your new hires find their work meaningful?

Fix It:Tie meaning into onboarding by giving new employees a chance to see theparts they play in the big picture. Take them around to meet the leadership team, to mingle with other departments, and to get a good look at what the rest of their team does. Finally, remember to talk about company success stories, accomplished goals, and struggles that have been overcome.

Start Now:Build a communication plan that introduces all employees to your values on a weekly basis. Each week, share a story, quote, or updateabout your organizational values in practice through the company intranet or via email. Consider using this opportunity to spotlight employees who embody certain values.

3. Driving New Hires to Quit

Employees are 10 times more likely to quit a job at the one-year mark than at five years.

Despite the very common belief that todays workers, especially millennials, are chronic job hoppers, research suggests that theyre more loyal now than theyve been since the 1980s. Whats more,53 percent of workers feel that a job in whichthey can make an impact is important to their happiness.

This means that employees have the inner motivation to do well at work and that they want to find companies where they can plant their roots, but companies are failing to meet their needs.

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