If one were asked which among all the functions of an organization are most important; onboarding should rank among those at the very top. This is the process in which the organization familiarizes its culture, its business and its processes to the new hire. Note the use of the word “process”. This is the definer for what onboarding should be like. Some organizations like to think of onboarding as a one-time exercise. It is not. Onboarding is a journey, not a destination. This simple knowledge should drive HR into crafting the right onboarding system.
The basis to putting a robust onboarding system in place is the understanding of the fundamental difference between onboarding and employee orientation. Employee orientation is a small part of the onboarding. It is more about documentation, while onboarding goes much deeper. Onboarding is a continuous process that runs for a few months, and this is the period in which the employee develops a bond with the organization. Once this is done, she starts getting engaged with the organization. An engaged employee, as we know, is the ultimate asset for any organization.
Orienting the employee mind-set towards the organization
HR bring about this transition in the mind-set of the new employee towards the organization
Avoid the common mistakes of onboarding
One of the most important mistakes HR does with respect to onboarding is to give the new employee the chance to form opinions about the organization. This happens when their roles are not clearly defined, or their functions are not clearly charted out, or their reporting hierarchies are not set out properly. When a new hire spends a good time of the first few days staring at the walls or at the monitor and doing nothing, waiting for the manager to come down and instruct; the interest bubble punctures.
This gives them the chance to judge the company, their manager, their peers, and the job they’ve been hired to do. An orientation program in which too much information goes and little enters the heads of the new employee makes matters worse.
Avoid these situations if the onboarding process has to be sound and effective. Develop not just a program, but a process, by which the new hires will start becoming productive immediately and will be kicked up about their new job. HR should prepare, conduct, and evaluate effective new employee orientation programs and they should update existing programs. Onboarding practices should reflect new technologies and learning styles of 21st century employees.
Learn more about the following areas by connecting with TrainHR
- Avoid traditional orientation mistakes
- Define onboarding goals
- Plan an orientation agenda
- Avoid information overload
- Put new employees at ease
- Ease the transition of new employees into existing teams
- Develop rapport between new employees & their manager
- Communicate organizational culture & support
- Utilize new technologies
- Provide consistency to ensure legal requirements
- Increase new employee retention
- Help HR professionals work with all levels of the organization to improve the onboarding experience.