Employee turnover is costly. If new hires are quitting after the onboarding process or don’t make the grade, you’ll be in a constant state of recruiting, hiring and onboarding.

Improving the onboarding process gives new hires the tools and motivation they need to succeed – and successful, happy employees are more likely to stick around.

Create A Process

The onboarding process should be an experience your employees will appreciate and remember. If it’s done hurriedly, it you are missing out on valuable opportunities to engage with and learn about your newest team member.

A detailed onboarding process plan ensures that your new employee receives opportunity to succeed. It also ensures that they are properly welcomed and introduced to their own job, to the company and to the culture as a whole.

Make It Interesting

Make onboarding a journey rather than a lecture, delivered with a combination of e-learning, face-to-face discussions, printed material and even video. The more varied and interesting the onboarding experience, the more it will be enjoyed and remembered.

Describe the job accurately

Overstating or overselling the job comes back to bite during the onboarding process. Selling a benefit (eg: level of authority or autonomy) that does not eventuate leaves new hires with ‘buyer’s remorse’ and may result in either disengagement or departure .

Be a tortoise, not a hare

Set a reasonable timeline for onboarding, and stick to it. The process is as much about cultural assimilation as it is about job mastery. Allowing a new hire to immerse in the culture and build collegiate relationships is critical to supporting their future success in the workplace.

Every workplace is different

Every organisation has a unique tone, culture and language, and not being able to speak the language in day 1 can make it uncomfortable for new hires. Make sure that you explain not only the lingo and acronyms you use, but that you fill new hires in on any inside jokes, traditions and other important bits of your company’s culture.

Be Involved

For many workers, the relationship and level of comfort an employee has with their manager is the key factor that determines how whether an employee will remain with a company. Take the time during the onboarding process to build a positive and supportive relationship, knowing that manages can only succeed through the individual efforts of their team.

Get Feedback

Taking the time to gather feedback from new hires, including their perception of the experience and the things that they would have liked to know more about, can help you improve the onboarding process. It should be a continuously evolving process, adapting to changes in the business and culture over time

What’s Next

Fid out what your new hires truly think of your onboarding process? Our unique survey process will allow you to gain valuable insight to help you improve your onboarding process. Contact us to learn more about the process and to discover how to make onboarding a celebration.

Onboarding

  • Develop meaningful onboarding program. Read our Insight article
  • Foster faster cultural engagement. 
  • Develop a high-potential accelerator programme

Download a free onboarding guide

Management Development

  • Managerial coaching
  • Build effective teams
  • Master difficult conversations
  • Making effective decisions
  • Resolve conflicts
  • Influence effectively

Leadership Coaching

  • Build a mentoring programme
  • Build effective leadership teams
  • Train leaders to master difficult conversations
  • Train leaders to make effective decisions
  • Train leaders to resolve conflicts
  • Train leaders to influence effectively
  • Executive coaching

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