The secret lies in your onboarding process. As a business leader, it is crucial to understand the secret to excelling in the current employee-centric job sector, and you wouldn’t find it in your benefits package or even in your brand book.
The most critical stage in the employment lifecycle is no doubt the first three months an employee spends on the job. This article will look at seven key reasons employers should pay close attention to in their onboarding programs.
Here’s a List of Why Employers Should Optimize their Onboarding Programs:
Saves Time and Money
Turnover costs a lot of money. In case you’re wondering how expensive it is, SHRM gives an estimation of the complete cost associated with replacing one employee to be between 100 – 300% of that person’s salary. We are not simply referring to taking out ads or the payment of recruiters. When an employee resigns, other employees often are forced to fill the gap, costing the company valuable resources, energy, and time. Organizations that make investments ineffective onboarding processes save monetary resources by withholding 50% more recruits than they would otherwise.
Standardized Onboarding Gives a Competitive Advantage
A company with fewer vacant jobs will consequently experience increased rates of productivity. When your organization’s staff are not forced to pick up the slack and perform several roles at once, they can dedicate their full concentration to the task before them. Hence, a happier employee is a more productive employee – 50 percent more productive to be exact.
As a result, this would positively influence how your company looks to prospects and potential recruits. Examine this: would you rather be part of the workforce of an organization where everyone seems overburdened or the competitor around the corner that appears to prioritize the welfare of its employees?
Ensures Employee Compliance from Day One
Your compliance program protects your business, and the first step is onboarding. In other words, the compliance training you give to an employee during onboarding will set the tone for their experience in the company: what type of conduct is required, how to communicate with team members and customers, and so on.
However, the details are just as important. Since regulators are stepping up audits of several employment documents and 1-9 forms, no organization can take the risk of using a non-standardized procedure for compliance documentation.
Provides New Employees with the Necessary Information to Carry Out Their Roles
The more significant percentage of individuals who walk into a new job are unaware of what to do exactly and how they should do it. Therefore, the onboarding process is an avenue to provide answers to big questions, clarify basic expectations, and address uncertainties before they can metamorphose into productivity barriers and safety concerns. It involves ensuring workers have access to the equipment and tools they need to lay the foundation for a sustainable relationship with leadership and management.
Helps to Preserve and Enrich Organizational Culture
Culture can make all the difference when people are weighing job opportunities. Sandy Zannino, the CEO and founder of Innovative Auto HR, said, “I don’t think we can overemphasize the importance of culture.” “Culture can be described simply as: What is it like to work around here? Onboarding is the opportunity for the organization to answer that question.”
Through the onboarding process, a company can vividly demonstrate its district characteristics, values, and mission – at the point where employees are most willing to accept new ideas and concepts. Through onboarding, new hires can also learn how to influence and interact with the culture through their attitudes and actions at work.
Can Cultivate Leadership, Teamwork, and Mentorship
Managers can embrace several concrete steps during the onboarding period to build the fountain for solid and lasting relationships with new hires. In addition to helping new employees get accustomed to the workplace, an effective onboarding process utilizes the human factor to connect workers – both new and old – on a personal, emotional level.
It’s a vital recruitment process through which managers build their team members, pass down organizational knowledge, and sow the seeds for future business leaders. Instead of searching for new jobs, employees will be motivated to pursue better positions within the organization.
Ensures Your Managers Are Accountable and Accessible
In most cases, when an employee resigns, they tend to do so due to issues they have with their immediate boss. One of the most effective ways to prevent this is through scheduled meetings with employees and managers, particularly at the outset. Beyond the fact that these check-ins act as barometers for worker well-being, they also ensure management accountability, build rapport, and give employees the platform to provide feedback.
“Most managers I know do daily walkthroughs,” said Zannino. “At the very least, they pass by and ask, ‘How is it going? Is there anything that I can do to help?’ This is important not only because it’s a reminder that your people are people and not just employee numbers, but because it’s an opportunity to find and correct any current compliance or performance problems. With technology and a great communication system like Compli, you can help managers stay on track with 30-, 60-, and 90-day ‘check backs’ on top of day-to-day communication.”
( Also Read: A Step-by-Step Process for HR Onboarding )
How to Create an Onboarding Process
- Take time to plan
- Assign a buddy
- Organize their workspace
- Use different training options
As an employer or business manager, the quality of your onboarding process(1) can significantly build a robust, ongoing relationship between new hires, the existing workforce, and the management. The process of onboarding newly hired talents is a critical factor in ensuring they are productive and contented.
It is just as crucial as the hiring process, and this is why every organization should plan for it. An enjoyable and smooth onboarding process makes it easy for employees to get acclimated to their new positions and deliver more quality work. The result: your organization will enjoy the benefits.