The power of successful onboarding

A well-structured onboarding process acts as the key to guiding employees through the initial phases of a new role and organisation. When executed effectively, onboarding becomes the cornerstone of a robust employer-employee relationship, fostering higher engagement, curbing turnover, and nurturing a flourishing business. Conversely, companies neglecting this crucial process risk navigating dissatisfaction and discontent

 CREDIT: This is an edited version of an article that originally appeared on Business News Daily

The ripple effect of poor onboarding

In a recent survey conducted by O.C. Tanner’s 2023 Global Culture Report, only 43 percent of employees reported an onboarding experience beyond a mere one-day orientation and a packet of benefits information. A deficient onboarding process can trigger a host of adverse effects for both employees and employers.

• Reduced productivity: Insufficient onboarding leaves employees adrift, unsure of expectations and success benchmarks. This ambiguity impedes productivity, hindering new hires from fully embracing their roles. Conversely, a good onboarding experience can inspire employees to go “above and beyond” in their work, according to recruiting firm Hays.
• Increased turnover: Studies highlight the highest risk of employee turnover within the initial 45 days of employment. Without the right support, new employees are quick to jump ship for better opportunities, intensifying the competition for top talent.
• Decreased employee engagement: Post-hiring, onboarding emerges as a critical juncture in the employee experience. Those subjected to poor onboarding are more likely to be disengaged, costing businesses approximately 18 percent of their salary per Gallup. The repercussions extend to workplace culture, co-worker morale, and overall revenue targets.

Setting the stage for effective onboarding

Successful onboarding goes beyond paperwork; it’s about fostering a sense of belonging. To navigate these waters adeptly, consider the following best practices:

• Study employee demographics: The modern workforce comprises four generations with diverse needs and preferences. Remote and hybrid hires present distinct challenges. Tailoring onboarding experiences to factors like communication preferences, device usage, motivation drivers, and time zones enhances outcomes.
• Provide a well-structured experience: A structured orientation is pivotal for onboarding success. Employees attending such programs are more likely to stay with a company for extended periods. Covering company culture, celebrated behaviours, and essential skills creates a comprehensive onboarding program.
• Encourage socialisation: Team integration is crucial for employee engagement. Onboarding should facilitate early connections. Introduce new hires in communication channels, provide information on resource groups, and share team-building activities to foster a sense of community.
• Take advantage of automation: Leverage artificial intelligence to automate onboarding processes. Chatbots can handle basic queries, and automation ensures a seamless process, particularly in remote or hybrid environments. Provide training, sync online accounts, assign mentors, and manage required information effortlessly.

View onboarding as more than a mere checklist; it’s an opportunity to immerse employees in the organisation meaningfully. Emphasise where they fit, how their role impacts the business, and how they can optimise performance. A strategic onboarding process not only drives higher engagement and reduced turnover but sets the course for a more successful business journey. It’s an investment worth making.