THigh employee turnover is costly; research has proven that it can cost way more than the employee’s annual salary to replace them. If your business is constantly recruiting new hires, there will eventually be no one left to show them the ropes.
Improving your onboarding process allows your business to offer new employees the motivation they need to succeed. When employees are successful and rewarded accordingly, they tend to stick around longer and perform better.
If your department or company is struggling with this step, here are seven tips to help you improve your onboarding process faster than you think:
7 Employee Onboarding Tips for Leaders
1. Be Process Driven
Onboarding new employees should be a detailed process that employees and your HR team can appreciate. Come up with a detailed plan of action for every step along this journey, that way you can implement effective ways to create valuable opportunities to engage your new team members during this process.
Ensure that every step is clearly defined and actionable and that your new employee receives all internal training needed. For this process to work well, you need to ensure that there is a timeline attached to each step – you want this done at a comfortable, but realistic, pace.
2. Be Realistic
So many recruiters make the same mistake of overselling the job, which only ever leads to problems during onboarding. A new employee with an unrealistic expectation of their new role can feel disappointed when their dream job turns out to be somewhat underwhelming.
Ensure that your new employee knows what duties they will be expected to perform – that way you’ll be less likely to become disillusioned with their job or your company. Honesty is always the best policy when it comes to hiring new staff. Embrace technology in business and find revolutionary ways to improve your operations.
3. Set A Manageable Pace
Onboarding new hires shouldn’t be a sprint. Rushing new hires through the process can backfire terribly. Give your new employees the time they need to settle in and become fully integrated. Instead of missing out on valuable opportunities for your team to bond with the new guy, slow it down and let things progress organically.
Allowing recruits to feel comfortable and at home in their new positions can boost employee retention considerably. Don’t force new hires to choose between their job duties and learning the company culture – give them ample time to master both with the employee onboarding process that works best for you both.
4. Explain The Culture
There is nothing worse for a new hire than to feel left out. If your company is culture heavy, which is fantastic, do your best to make your recruits feel like they are part of the team by teaching them how your team likes to work.
Every business has a unique tone, language, and drive – without explaining that to newcomers, you’re setting them up to fail. Explain your buzzwords and jargon, fill them in on the inside jokes, and anything else that may be important to understanding your company’s culture.
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5. Stay Involved
The manager involved in the hiring process plays a critical role in that employee’s success. The relationship between an employee and their manager or supervisor is a vital factor that determines how loyal that employee will be to that organization.
Instead of delegating the process and distancing yourself from your new team member, get in there and get involved in the onboarding process. Many business owners learn to tell a good apple from a bad one just from gut feeling alone, so your input may be far more valuable than you realize.
6. Personalize The Process
Instead of treating everyone like just another number, find creative ways to personalize the onboarding experience. Companies with higher turnover rates tend to use a standard onboarding process of signing papers, handing out login account details, and offering a sub-par company guide to welcome new hires.
That cold approach can come off as unwelcoming and make the new employee feel isolated. Include creative checkpoints during the onboarding journey that feel warm and personal.
7. Allow Time for Training
Some old school companies prefer to throw their new employees into the deep end the minute they walk through the door. Depending on the job they’ve been hired for, new employees may require additional time and training to perform to the best of their abilities.
By providing adequate time to ramp up their skillsets, you will give them the opportunity to succeed. Almost every large organization has company-specific terminology and processes that new hires must familiarize themselves with to perform their new duties to the best of their abilities.
If you don’t allow that extra time for training, you will effectively be cutting off your new hire at the knees, which is both demotivating and demoralizing. Don’t clip their wings, instead provide them with the training they need to soar to new heights with your company.
Conclusion
Effective integration of new employees into an organization is crucial for unlocking their full potential and ensuring success. This necessitates a comprehensive and well-thought-out onboarding plan, which should be led by leaders who are well-versed in the art of employee engagement.
By taking the following seven steps, including the creation of a comprehensive onboarding plan. The provision of transparent and insightful feedback, and the cultivation of a positive company culture, organizations can ensure a seamless transition for new employees, laying the foundation for their long-term success.
