With the increasing speed of business, companies cannot
afford to wait for new or lateral hires to "get up to
speed" or, worse yet, become disillusioned and leave
the company or "quit and stay." According to industry
studies, 90% of employees cement their opinion about
a company within the first six months of employment.
Clearly, that one or three day orientation does not
cut it anymore.
A comprehensive onboarding program is now the approach
of choice for best-in-class companies to keep employees
engaged throughout their career, reduce turnover, increase
employee job satisfaction and, ultimately, raise productivity
A successful onboarding program does not come in a box.
There is no plug-and-play solution. Best practice dictates
that an onboarding program should be tailored to meet
company objectives and reflect common practices within
their industry. Successful onboarding programs, however,
share similar traits:
- The program is not
an exercise completed within three months or less,
but a holistic approach which encompasses an employee's
entire career with that company.
- Don't just focus on
new hires, but also include onboarding employees to
new positions, departments, groups or projects.
- They utilize technology
to automate forms management, task management, training
and other components to increase proficiency and time
- Create several "touch-points"
or engagements with employees beyond the orientation
period. Many employees feel abandoned after the initiation
and/or orientation phase of onboarding.
- Have robust mentoring
programs, measure retention rates and time to performance,
and have remediation programs.
- Reinforce the company
culture during every phase of the onboarding process.
The Process Starts
The key to initiating a successful onboarding program
starts with an in-depth analysis of your current orientation
or onboarding processes to uncover the following:
- Components that are
- Components that may,
unknowingly, be working against you
- Components that require
updates or minor tweaking
- Gaps in your current
program, compared to Best-in-Class onboarding practices
- Determining exactly
what you want to achieve, objectives and expectations
Skipping the analysis
phase usually results in subjective solutions that respond
only to "best guesses." It's like a physician making
a diagnosis and prognosis over the phone; "Well, based
on what you are telling me, I think you have heartburn…or
maybe heart disease…not sure, but take an aspirin or
antacid and see how it goes."
By performing an objective analysis of your current
orientation or onboarding process, however, issues and
gaps can be quickly identified and an accurate diagnosis
and prognosis made. It can be the difference between
a program with a solid ROI and one that is inefficient
and does not meet your objectives.
It's More than a New employee Orientation
Remember that sink or swim feeling after your last orientation?
Successful onboarding programs don't just address new
hires or the first few weeks of employment, but encompass
the entire employment cycle of the employee from pre-hire
to career pathing and advancement.
This series of articles will discuss the seven phases
of a comprehensive best-in-class onboarding program.
The next article will discuss the importance of the
pre-hire stage to successful onboarding. It is important
to remember, however, that the first step to a great
onboarding program is figuring out what exactly is broken.
Only then can the right approach be designed and implemented.
an Australian-built Onboarding survey tool:
PeoplePulse is an Australian-built
online survey tool that is currently used by over 200
Australian and New Zealand based organisations of all
sizes to conduct online new employee surveys. The tool
can be used by HR to conduct cost effective staff climate
surveys, training needs analysis surveys, exit surveys,
and 'new starter' feedback surveys ... to name a few
complete the form below to arrange your FREE custom-branded
Onboarding Feedback survey software demonstration
and a PeoplePulse pricing and information sheet.
completing the form below, a PeoplePulse representative
will contact you to discuss your needs and current
situation. From there we will set up your demo
and arrange a suitable time to show the system
Please be assured that your correspondence with us
is confidential. We will not divulge email addresses
or any other details you provide to outside sources.
above demonstration request form was powered by PeoplePulse.
Director, Organisational Communications
Article Source: http://EzineArticles.com/?expert=Logan_Sossman