Onboarding New Employees Effectively (The Complete Guide)

Attracting and retaining customers for a business is hard, but it will never happen if the business can't keep the employees who want to be there. Imagine if your talent recruiter spent weeks, maybe even months, tracking down and interviewing candidates, then after they finally accept your job offer, they only quit after two months. Ouch. That's a lot of wasted time and money. On average, companies spend over $4000 hiring for a new position, and without an effective onboarding process for new hires, that money can go to waste. Before we talk about how to build a new employee onboarding strategy that will keep your company's new employees from jumping ship, first lay out what migration is. You might think it's just a few hours of onboarding for a new employee, but it's actually a lot more than that and should be intertwined in the company's values, culture, and people, along with all new hiring papers. That's why your business should put top priority on building effective employee onboarding and how to do it. Trust me, this will only make every aspect of your business more successful down the line.

Why Employee Adaptation Matters Strategy

It's a startling statistic for businesses, but a third of new hires leave within six months of being hired. If you hire 12 new employees in a year at a cost of $4K each, that's a potential loss of $16,000! A business that is working to improve its onboarding procedures for new employees is more likely to sidestep this trend, meanwhile, a company that struggles with welcoming its new employees will take it even harder. There are more than just the cost of losing new hires that are factors why good employee retention practices are important. Remember the job you loved and the job you hated. It probably didn't take too long to decide if this was a place you liked working or hated, right? Maybe a week or a month most likely. Most people know if they want to stay with a company for the long term during the first week, and this is where a good onboarding experience can make all the difference. Nearly 50% of new hires experience onboarding and a positive start, as a newcomer makes people nearly 69 percent more likely to stay with a company for three years or more.

Steps to create in the employee onboarding process

A strong hiring process is going to start before the first day of a new employee, and should only start after they accept the position.

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1. Worker feel welcomed

Communication is key and the HR department must keep regular contact with the new employee to let them know they are welcome on board at the outset. One of the scariest but necessary details of any onboarding process will be… *dong *dong, *dong, paperwork. Instead of welcoming a new employee on the first day, trying to bury them up to their necks in documents, send them as early as possible. This will not only help new hires to start earlier on the job they were hired to do, but will allow them to tackle the required forms at their own pace. Oh, and we live in the 21st century, why is your business still based on actual paper to paper? A paperless onboarding system that uses an electronic signature to not only save money, but save someone from wrist pain. When that first day of work a new employee finally rolls around, they should feel satisfied on the second they set foot in the house. Let everyone in the office know ahead of time that a new person will be joining teams and encouraging them to say "Hi". The last thing a newbie wants is to walk around the office on the first day and be met with the puzzled faces of other employees who have no idea who this new person is.

2. Prep your desk worker

Getting your office staff ready before they roll in on the first day may seem like a no brainer, but it's surprising how many companies try to put up a desk while a new employee waits awkwardly. Having their workplace ready to go with the necessary items speaks of the onboarding process and shows that the company takes them seriously as a new employee.

3. One-on-one meetings with the manager

One of the most important aspects of an effective employee onboarding strategy is one-on-one with line managers. A recent LinkedIn survey of 14000 professionals found that 96 percent said spending one-on-one with their line manager at the beginning was an important part of the onboarding process. ((On LinkedIn: 5 Things Newbies Want During Onboarding)) This greatly reduces the training time for a new employee because it allows them and their supervisors to set goals and expectations at an early stage. Formation of a positive rapport with the controller at the very beginning of a new employee based on the results of work in greater job satisfaction, productivity and upward growth.

4. Help the employee connect with others

When as a combat pilot one CEO, Charles float, started his company, he did well to form such a team where newcomers were introduced and forced to cooperate with veteran employees. This strategy allows you to build a tougher employee culture in the company and results in strengthening the business as a whole. It also improves knowledge sharing, which improves performance and scalability.

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5. Clear work guidelines for the employee

Every new assignment comes with some uncertainty about new hires, and according to a LinkedIn survey, getting the job done, procedures, and goals right is the second most important part of the onboarding process. Develops a thorough work platform training that creates a direct path for the employee to contact when issues arise, leading to increased productivity. This means not only guiding the employee on how to do their job, but teaching them the importance and how it fits into the overall goals of the organization. This is especially true with millennial workers; 64% of them said they would rather work in a job they enjoy that pays $40,000 a year than one they hate that pays $100k. Bring your employees into the big picture and why their position matters. Familiarize them with the responsibilities of others in the organization and the tasks they will be working on related to other employees' assignments. This kind of all-encompassing way of explaining their job responsibilities during the onboarding process can go a long way towards making them feel like they made the right choice by accepting the job offer.

6. Check in regularly with an employee

An effective employee adaptation strategy doesn't just go through the first day or the first week, but must stretch. New hires were bombarded with so much information during the first few days that it could be easy to feel overwhelmed by it all. Members of the HR team should periodically check in with them during the first month to check if they have any questions or concerns about the onboarding process itself. Do they enjoy working and do they feel like they are part of the company culture? Lack of a good fit with company culture results in high upset for new hires, so taking steps to bring them back into the fold can greatly improve employee retention.

Final Thoughts

Take a look inside at the employees' own business adaptation procedure, and look for ways that it can be improved. Not every tactic will be true for every business, but beating a new hire early on will go a long way towards your success and the success of your business down the road.

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