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EMPLOYEE ONBOARDING THE COMPLETE GUIDE Employee onboarding is incredibly import

EMPLOYEE ONBOARDING THE COMPLETE GUIDE Employee onboarding is incredibly important, but hard to get right. You spend all of this time, energy and money on hiring an employee only to leave them high and dry when they start work. You know that if you can successfully onboard a new employee with a structured plan, they’ll be more productive, more likely to stay at your company, and more engaged. But for some reason, we often get onboarding wrong. Your intentions are good, and while you’d love to spend a dedicated three months making sure a new employee is onboarded properly, you just don’t have the time. You needed someone up and running yesterday. So, your onboarding process ends up lasting for about a week, if you’re lucky. You promise you’ll do better next time, but you never make it priority. This is a huge mistake. Onboarding is your one shot to integrate an employee properly into your culture. It’s a way to ensure that they’re successful long term, and have all of the resources they need to be an eﬀective, autonomous, productive employee. We put together a complete guide to teach you everything you need to know about employee onboarding, so you can be sure that each new hire is successful. Introduction The Simplest Tool For A Greater Workplace In our research report, the State of Employee Engagement, we found that onboarding was a major problem at many companies all over the world. The report updates in real-time, but as of December 2016, when we ask employees “Does your organization have a great hiring and onboarding process?” we find that a massive 51% of people think their company's onboarding process could be improved. This is a huge opportunity for organizations to increase employee engagement. Here are a few more powerful statistics that really explain how crucial employee onboarding is. 8 Powerful Employee Onboarding Statistics You Need To Know : Employee Onboarding Statistics 69% of employees are more likely to stay with their company for 3 years if they experienced great onboarding. (source) 1 20% of employee turnover happens in the first 45 days. (source) 2 Employees who go through a structured onboarding program are 58% more likely to be with the organization after three years. (source) 3 Organizations with a standard onboarding process experience 50% greater employee retention. (source) 4 60% of companies fail to set goals for new hires. (source) 5 Only 37% of companies extend their onboarding programs beyond the first month. (source) 6 22% of companies have no formal onboarding program. (source) 7 20% of employees are more satisfied with their managers when they have formal onboarding training. (source) 8 The Simplest Tool For A Greater Workplace Onboarding is the most important part of the employee lifecycle. You only get one chance to make a first impression, so you’ll want to make sure your onboarding is done right. The more confusion there is in the process, the more likely an employee is to take longer to ramp up, have the wrong impression of the company, or even worse, quit. Here are a few of the biggest mistakes that are commonly made with the onboarding process that you’ll want to avoid. The Biggest Onboarding Mistakes Not Setting Clear Expectations The key thing you want to avoid for any employee, especially at the beginning, is confusion. If an employee is confused, they’ll spend unnecessary time and energy wondering and worrying about what they’re doing. Also, at the beginning, all an employee wants to do is impress their new boss. It’s tough to know if you’re impressing them if you don’t know exactly what’s expected of you. How to fix this: Make sure employees are 100% clear from the beginning what their goals and expectations are. Using something like OKRs to set goals is a great way to create that clarity. The Simplest Tool For A Greater Workplace Not Giving Onboarding Enough Time This is probably the most common mistake made with employee onboarding. I understand why this happens, but you’re doing a huge disservice to your employees by not giving them enough time. The problem is, managers want their new employees to be up and running as quickly as possible, so they don’t invest the right amount of time in developing them. But remember, short term pain, long term gain. How to fix this: This is easier said than done, but what you need to do is be patient with your employees. Understand that it’s going to take some time to develop them. Be ready to invest time and money so that they’ll be way more productive long term. Not Having A Process Onboarding is what sets you up for long term success in a company, meaning that it’s so important you take it seriously. Part of taking it seriously is ensuring that you have a formal process for onboarding. Make sure you have things like: • A checklist • A plan • Goals • Checkins The Simplest Tool For A Greater Workplace How to fix this: Work with multiple members of your team to create a formal onboarding process that everyone can agree on. You can have diﬀerent owners for each step of the process. Having Too Much Of A Process While having a process is important, it’s also important to make sure each employee is coached and trained the way they want to be. Each employee is unique, and so you might want to adjust your process depending on their preference. Some employees will require more feedback, and others will want to learn about their role in a diﬀerent way, so it’s a good idea for you to adjust. Try to personalize the onboarding process as much as possible. Having a process will make scaling and improving easier for you, and you’ll be able to find problems in the process faster. How to fix this: Don’t get into the mindset of following the process word for word. It’s okay to use it as a guide, but then adjust accordingly. Be mindful of what your new employees would want to make them the most successful. The Simplest Tool For A Greater Workplace Not Collecting Feedback If you don’t collect feedback about your onboarding process, how will you know if it’s any good? Many managers make the mistake of assuming that it’s their job to get an employee up to speed quickly, train them how they’ve done things, and move on. But if you do that, then what was the point of hiring someone in the first place? You want to make sure that employees are actually getting value out of the program so that when new employees join, their experience will be even better. How to fix this: Collect frequent feedback from new employees about how their onboarding is going. At the beginning, feel free to check in every day (you want to check in more often at the beginning). Then, I would check in at the end of week one, week two, month one, month two, and month three as a minimum. Not Doing Anything Before An Employee Starts A new employee should already have had some interaction with your company before their first day. While you don’t want them to feel overwhelmed or like they have work to do before they even start, sending them helpful guides, company history information or links that might help them is a great idea. The Simplest Tool For A Greater Workplace You could send them a friendly email letting them know how excited you are for them to join, you could send them a “welcome package”, or even simply let them know what to bring on the first day to help ease them in. How to fix this: The key here is to remove any of that fear or nervousness that a new employee likely has. Get creative, but remember to show them how excited you are for them to join, send them helpful links, and make sure they know what to expect when they arrive. The Simplest Tool For A Greater Workplace Sourcing and hiring someone is an incredibly diﬀicult task. Once that’s done, and you’ve found someone who you think is right for the job, you need to make sure their first few months at the company are amazing. You don’t want them to quit after all you went through to get them on the team, so follow these tips to ensure a successful employee onboarding. 6 Crucial Onboarding Best Practices 1. Take Your Time This is by far and away the most important tip for employee onboarding. Onboarding takes a minimum of three months to complete, but most companies don’t give their employees more than a week. They want their new hires to be up and running as quickly as possible, but you don’t want a half-baked employee working on the team. There is so much that a new employee needs to understand. The ins and outs of your company, its culture, your product/service, how the team works, uploads/Ingenierie_Lourd/ onboarding-guide 1 .pdf