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How to Onboard Employees: Techniques That Work for All Companies

Onboard Employees

Techniques: ignorance always brings with it fears. That’s why going to a new job is a lot of stress. What is the atmosphere in the team, will my colleagues and superiors like me, will I be able to adapt to the conditions, will I meet the expectations and cope with the tasks? A newcomer is always overwhelmed by a lot of doubts, so the adjustment period at a new place is very important.

Quality onboarding ensures that the employee quickly and effectively adapts to the new environment. Today we will tell you all about this process.

What Is Onboarding? Techniques

Onboarding is a set of measures that are taken in a company to adapt new colleagues. This includes induction training, getting to know the company, its rules and principles, briefings, support and tutelage from an HR specialist and a lot more.

Onboarding is one of 3 stages of adaptation (onboarding, induction, adaptation). It covers the period from preparation for the arrival of a new employee to induction.

The goal of onboarding is to make the new employee quickly and easily adapt to the new workplace. According to a study by staffing agency Robert Half & Associates, 28% of employees leave within the first 90 days, which is during the probationary period. Onboarding is what it takes to keep people in the company.

That’s why it’s important:

Preparing for the New Employee’s Exit

Before onboarding, a new employee, the unit manager and HR specialist should gather all the necessary materials and think through the little things that may irritate both the newcomer and the team.

Choose a release date for the new co-worker. The release time should be later than the beginning of the workday so that there is an opportunity to prepare, to take into account all the nuances.

Create a working manual: information about the company (mission, principles, values, history, main directions and products), how processes are built, who to contact for certain questions, where to get information and what can be studied additionally.

Prepare your workspace: equipment, software, access to necessary resources, stationery, and space for personal belongings.

Make a plan for the new employee for the next 1-3 weeks. The plan should include tasks, people to contact with questions, data sources, and due dates.

Going to Work Techniques

We have only one opportunity to make a first impression. And this is where it works both ways:

The first day on the job should be an easy and fun version of the normal workflow. If you create a supportive atmosphere and can keep the workplace and conditions interesting, the new co-worker will want to try his or her best to pass the probationary period.

First Work Week Techniques

During this period, it’s necessary to agree on all the terms and clarify all the conditions. So that there are no inflated expectations or too difficult tasks. The fewer reasons to be disappointed, the higher the probability that the employee will stay with the company for a long time

This stge is called Induction. It’s a logical extension of onboarding and an introduction not only to the work tasks, but also to the place, to the team. It includes:

Then comes the adaptation process, which takes from 3 months to a year. But the tasks of onboarding do not end here.

Analysis Techniques

The employee went to work, and we have to check ourselves. Did we do everything right, where were the issues, awkward moments, or lack of resources?

From here it’s easier. You follow the plan and try to help, prevent difficulties and support on time.

Peculiarities of Onboarding at a Remote Site

When you move to a remote job, the onboarding process can take a long time. After all, employees see each other much less frequently, or may not see each other at all. This situation has its pros and cons. Pay attention to the following points:

Remote work has many nuances. The most important thing an employee loses when working from home is the feeling of working in a team. Fixing this will help with attention. Take an interest in your colleague, hold online team-building events, meet with colleagues remotely as often as possible, and support them.

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