Does Your Organization Have a Strong Onboarding Process?
Make a Great First Impression With a Strategic Onboarding Process
First impressions matter. It’s important in just about any situation you can think of, and that includes the onboarding process.
The way in which an employee is introduced to a new company can have a critical effect on loyalty, acceptance of company culture and how long they remain with the organization. Think about it – the new hire shows up on their first day and instead of a personalized experience, they’re greeted with a stack of folders with half-thought-out instructions on how to do the work. Is that the kind of first impression you want new hires to have of your organization?
Almost 65% of people are looking for a new job within the first three months of landing one, which means a majority of organizations should be looking at ways to improve the onboarding process to build a strong culture from the beginning and increase employee retention.
The purpose of developing an onboarding strategy is to effectively communicate with your new hire exactly what it is you are as a company and what is expected of them, but in a way that makes them completely comfortable. When you effectively communicate, you’re not just talking – you’re listening, which is something your employees won’t forget.
You also have to consider the mediums in which you communicate. People today are highly visual, which means if your educational materials are catering to this preference, you’re going to make stronger connections with them faster.
Make it Simple
Bombarding your new employees with information, from job responsibilities to introductions to people in the workplace, can be overwhelming and ultimately not productive. They’ll forget the names of the people quickly and feel stress on top of everything else.
You can personalize the process by sending biographies about your employees to them before they step in the door. Some companies will even produce short videos to make the process more humanized. All the paperwork that human resources requires can also be taken care of before they show up for their first day. This allows them to come in and focus on what’s important, perhaps even meeting with a mentor for the first time to learn the ropes in a more natural, personalized way.
Onboard the Right People
Half the battle is finding people who are a good match to your unique company culture. It’s a guessing game unless you’re using the right processes.
The Predictive Index method, which uses cognitive and behavioral assessments, takes the guesswork out of the process. It’s scientifically proven to be effective in placing the right people on the right teams where they will be most productive.
At PI Consulting Groups, we’ve assisted many organizations in a variety of industries to improve their onboarding practice and we can help yours. Contact us today and let’s talk about our process.