Onboarding describes the method of integrating new employees into your company’s procedures and culture. Over 30% of new employees quit their new-found jobs in the first six months of being employed in a company.
This is, definitely, not favorable to small business concerns, as the often unexpected actions, as the staff turnover rate shoots up.
This is an indictment on the Human Resources department that, is saddled with the responsibility of employing staff for the organization and keeping them on the company’s payroll for as long as possible, thus, keeping the staff turnover rate as low as possible.
Keeping the staff turnover rate in an organization, as low as possible, is necessary because it costs a lot of money and time to start another recruitment process and for the new staff to get trained and put through a company’s workings.
“The best of the employee onboarding programs we’ve seen are geared towards providing engagement to new hires from the beginning. Showing new people how to move forward will give them a way to channel their fresh excitement and enthusiasm”, Tawni Reed, an HR Manager.
Below is a list of onboarding best practices that your business can follow, on recruiting your new staff:
With one or two words, it is essential for you to introduce the new ‘kid in the block’ to the rest of the team that such new staff met on ground and I am sure that, the rest of the team would like to meet the new staff too. Making a formal introduction of the new staff is a good idea because, this way, your old employees are aware of the new role to be played by a new staff.
You can, actually, set the ball rolling, before your new employee resumes for work. Show the new staff a sense of belonging, by sending your company’s information that might be useful to such staff, even, before resuming for work.
To begin with the engagement of the new staff in your company and give him/her a measure of focus, you can send some paperwork for them to fill, via the email.
You can, also, organize short orientation training sessions, where things, such as highlighting the features of a ppo vs hmo to them, so they can pick which suits their health benefit requirements, if they do not have one, before joining your company.
Mention the Details
It does not matter if your new employee has experience in the field or is just leaving the higher institution, but you must show them every small detail that makes your company different. A good comprehension of the company culture and value is necessary, for the new staff to work effectively.
Every organization has its own policy and you must make sure that your new employee(s) are filled in, with the right information about your company.
Simple company policies, such as pay periods and dress codes, are part of a company’s policies that, new members of the team should be intimated with, so that, they will easily blend and integrate.
Asides your company policy, it is necessary for you to, also, devote time to your new employee(s). Reading it to them alone, will not do the magic. You need to engage them and let them understand the importance of your company values.
With the energy that new employee(s) are bringing to your company, they would be interested in all that you have to say. That is why it is necessary for you to make things consistent and clear, during the process of outlining what you require from them.
Make their job description known to them, before you begin the on-boarding process and not, also, forgetting that, they must be allowed to ask questions during the process.
Introduce them to Management
This is as important as any other onboarding process. It is necessary for a new hire to be introduced to the staff, especially, the management staff.
A new employee should be allowed to ask questions, after the onboarding process. You, also, need to set up a social meeting with your old employees and the new hires because, this meet up would pay off moving forward, especially, in bonding and blending.