Are you onboarding by accident?
May 31st, 2017
A WORD FROM THE TOP
A great example of good “onboarding by accident” just came to my attention while working with one of our clients, a fast growth tech company. They had a new employee start and on his first day he was asked to come in at noon. When he arrived, they were having a company “pizza lunch”. He was welcomed in and had the opportunity to meet everyone in a very informal and relaxed fashion. He loved it (although they forgot to tell him that there would be lunch provided). He had no idea that this wasn’t the normal way new employees were onboarded.
This sounds like great onboarding but it was in fact an accident. The manager wasn’t available in the morning so they had the new employee start at lunch time. This story is illustrative of the importance of having a good onboarding process in place that is consistent and that aligns with the company’s culture. Imagine if everyone who joined that company was welcomed with a pizza lunch!
Check out the article below for additional tips on how to set up a good onboarding process.
President & Founder
HOW TO BUILD AN ONBOARDING PLAN FOR A NEW HIRE
Credit: Peter Vanden Bos, Inc.
Managers are often so driven to recruit talented workers that they neglect to think about what will happen once the new hire arrives ready to work. Big mistake.
With the economy on the upswing, many growing companies are starting to go after talented new employees. That means a lot of first days on the jobs, and lot of time and money to spend while new staffers get up to speed. What if you could shrink the time it takes for an employee to reach his or her full potential?
That’s the promise of a growing trend in human-resources management called onboarding; its advocates describe it as a comprehensive approach to bringing on new hires that goes beyond simple orientation. Onboarding plans are intended to make new employees familiar with the overall goals of a company and support them as they embark on early projects all in an effort to achieve the perception of success (and productivity) quickly. The ultimate payoff is to reduce turnover and encourage workers to stay with an organization for a longer tenure.
‘It’s really about calculating the cost of hiring new workers to the business,’ says John Sullivan, former chief talent officer for Agilent Technologies and a professor of management at San Francisco State University. ‘Companies need new hires to be productive and, at a small company especially, every employee counts.’
Here’s a look at how your company can set up an onboarding process to shorten the learning curve for new hires.