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The 13 Hard and Fast Rules of Great Onboarding Programs

The 13 Hard and Fast Rules of Great Onboarding Programs
From Recruiter - October 24, 2016

True or false:Successful onboarding programsare difficult to come by and even more difficult to implement.

Answer?False.

If you chose true, dont feel bad. Most companies would agree with you. They think ofonboardingas little more than extra tasks for their already over-stuffed to-do lists.

And to make matters worse, even when organizations are open to the idea of onboarding programs, they arent really sure where to start.So theydelay making decisions,whichonly intensifies each new hires pain points. What these organizations dont realize is that onboarding solutions are necessary, theyre out there, and they dont need to be as time-consuming and expensive to put together asweve been lead to believe.

In fact, companies with standard onboarding processes experience50 percent higher rates ofnew hire retention which translates into hugesavings later on down the road.

If youre ready to learn howyou can build your own money-saving, retention-boosting onboardingprogram, take a look at these 13 hard and fast rulesof all successful onboarding programs.

1.EachStakeholder Should Know What Is Expected of Them

This doesnt mean you have to put together super-detailed documents,but you do need to outline the responsibilities of each person involved in the onboarding process.

For example, the individual chosen to be the new hires guide needs to understand that they are expected to show the new hire where the coffee is, where all bathrooms and emergency exits are located, andhow to get to theamazing little curry place everyone loves.Similarly, the new hiresmanager should be responsible for setting up a goal meeting within the first two weeks to determine the new hires KPIs.

2.New Employees Should Arrive on Day One Ready to be Productive

Laptops, tablets, desktop computers, and phones need to be up and operational before the new hire walks through the door. Take it a step further and ensure that all email addresses and aliases have been created, all paperwork has been completed via onboarding software, and that a schedule is in place so you can give your new hire an idea of what theirfirst day(s) will look like.

Essentially, if your new hire spends their first day feeling in the way or useless, then your onboarding solutionisnt working.

3.Implement a Formal Processfor Soliciting New Hire Feedback

Do you survey your new hires? Do they have theability topoint out inefficiencies in the onboarding process and help make it better for the next set of new employees? If not, add a feedback step to the onboarding process.

4. Map Specific Competency Requirements or Development Plans

Howwill your new employeesknow how their work impacts their team, department, or customers if its not something they can see? Mapping goalsallowsfrustrated and confused new hires to become excited and dynamic contributors.

5.ConnectOnboarding to Profitability

With great onboarding come great changes in your profitability. Your new hires will become more productive more quickly, your retention rates will spike, and your overall work environment will improve. Youll also see your experienced employees contributing more, sharing more, and learning new skills. Just make sure that as you see all of these benefits bubble to the surface, youre tying these results back to your initial onboarding investment.

6. SupportYourNew Employees Transitions Into Their Roles



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