Properly conducting the onboarding process plays a crucial role in business, especially in the context of retaining talent and reducing employee turnover. Improper or neglected onboarding can lead to high employee turnover. Want to learn how to conduct this process to avoid costly losses resulting from turnover? Read on.
What is onboarding?
Onboarding, the process of introducing new employees, is certainly more than just a paperwork formality. It is a process aimed at providing new employees with the knowledge, skills, and support necessary for effective functioning within the organization. During onboarding, employees learn not only about their specific responsibilities but also become acquainted with the company’s culture, values, and goals. It is also an opportunity to integrate new team members, align them with the organizational culture, and help them feel like a part of the company.
Onboarding – Value for the Entire Team
Studies show that inadequate or improperly conducted onboarding processes can result in the loss of valuable employees. The anxiety and uncertainty created during the onboarding process negatively affect the new team member’s efficiency, motivation, and decision to remain with the company. This not only incurs costs, but is also demotivating for the rest of the team.
Adaptation of Team Members in a New Work Environment
The process of adapting employees to a new work environment is multidimensional and encompasses various aspects. It can be divided into several levels, including structural, organizational, procedural, and social. Each of these levels is significant and influences the effectiveness of employee adaptation.
- On a structural level, a new employee must understand the company’s hierarchy and organization. This includes becoming familiar with departments, teams, and the roles and responsibilities of other employees. This enables the employee to better understand their position within the organizational structure and their opportunities for advancement.
- The organizational level pertains to understanding the company’s organizational culture, values, and goals. Employees should feel part of a larger vision and comprehend how their work aligns with these goals. This aids in creating engaged employees who identify with the company’s mission.
- Procedural onboarding involves conveying information about specific procedures, processes, and tasks the employee will perform. In this aspect, the employee learns the technical aspects of their job and acquires necessary skills.
- On the social level, new employees integrate with the team and other colleagues. This is a crucial aspect, as positive interpersonal relationships influence work comfort and effectiveness.
Regardless of the form of onboarding, it is essential that this process is planned for the long term. Studies from alliedHRIQ indicate that full employee adaptation to a new role can take up to 8 months. A long-term approach to onboarding provides new employees with comprehensive support and enables the organization to harness their full potential.
Evaluating the effectiveness of the onboarding process
Survey research utilizing the Vivelio platform serves as an invaluable tool for assessing and improving the effectiveness of the onboarding process and collecting feedback from newly onboarded employees. Conducting these surveys allows for the collection of valuable feedback from new employees, which can significantly contribute to process refinement and the overall satisfaction of the hired individuals.
Surveys among new employees
Administering surveys among new employees during the onboarding process provides the organization with the opportunity to gain a better understanding of their experiences, needs, and expectations. This, in turn, enables the organization to focus on addressing potential imperfections and issues that new employees may encounter. Sample questions in such surveys may pertain to the transparency of the onboarding process, the quality of training materials, the effectiveness of communication, and the level of support provided by the HR team or mentors.
Onboarding – Opportunity to build a credible employer image
It is also important to emphasize that onboarding research is not solely the responsibility of the HR department. It is also an opportunity to build a positive employer image and attract the best talents in the job market. Feedback gathered from employees who have recently joined the company can help identify the unique strengths of the organization that attract new employees. Read more about onboarding process here.
Evaluating onboarding after the process is essential to maintain its optimal condition. This provides the company with the chance to continuously improve and adapt to the changing needs of employees and the job market. Conducting onboarding research should be a key element in the organization’s human resource management strategy.