WHERE ARE YOU WITH YOUR ONBOARDING PROCESS DOING?

We've been talking about on boarding the month of April at all for HR. Every aspect of HR ties into Employee Engagement.  I want to stress the importance of having an onboarding process. The reason why it must be a process is because it establishes consistency in your organization for those that are conducting your HR processes and procedures. A recent survey conducted by BambooHR revealed just how your onboarding process can control how new hires perceive their new employer and determine whether they are going to actually stay with your organization. The survey was of respondents who left their new positions within the first 6 months. The results are Wow!... They will leave you with some take-aways that every employer should adhere to.

• 23% percent of the respondents left because they did not receive clear guidelines to what their responsibilities were.

No employee wants to be put in a position where they are not given clear guidelines of what they position is; how the job should be conducted; who they should report to; etc.

•  21% said they need it more effective training.

No employee should be EXPECTED all of the duties and logistics of a new position.  A lack of training sets the stage for mistakes, frustration, feelings of inadequacies, and is just plain unfair. I believe we have all at one point in our lives been put in this type of position and know how badly it can make us feel -- and its not your fault.

•  17% said a friendly smile or helpful coworker would have made all the difference.

Assigning a new hire a mentor is the best thing you can do for a new hire.  It alleviates the new hire feeling alone in a new organization.  Be sure the mentor is someone who is knowledgeable of the organization and job duties and task -- not just someone nice.

•  12% said they wanted to be recognized for their unique contributions.

Everyone wants to know they are doing a good job.  And if they are not, they should be told how the job should be done effectively.  In most cases, a simple conversation will make all the difference.  Be sure to recognize the unique and great contributions put forth by your new hire.  A kind word or thank you goes a long way.

•  9% said they wanted more attention from the manager and coworkers.

This stresses, again the importance of assigning a mentor. Assigning a mentor however, does not mean you, the manager, does not have to check on that new hire from time-to-time to see how things are going and progressing.  Also, co-workers should be encouraged to introduce themselves if it has not already been done. This will make the new hire more comfortable and welcome! Employee Engagement!

•  And watch this….  32% of new hires said they have received barely any Onboarding. Wow!

At All-4-HR & Business Solutions, we stress the IMPORTANCE of Employee Engagement!  Onboarding is where it starts!  New hires have to be engaged and reassured that they have made the right decision to join your organization and to give their new employer their very best!

That is the reason why the onboarding process entails assigning a mentor to your new hires for the first day or so and to be accessible to answer any questions that were not answered in new orientation and about the job itself. You want to bring that new hire up to speed as quickly as possible for the new hire’s sake, as well as for the company’s sake.

Let me present you with a Scenario:  Think about it… You have a new hire is working out extremely well -- so you think. During the first 90 days you see some small mistakes, however, you see the potential in this new hire.  In fact, you see this new hire as rising through the ranks.  UNTIL…  you receive their 2-week notice!  What went wrong?

Until Tomorrow! 

April D. Halliburton

Founder, CEO, Virtual HR Director/Consultant