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Onboarding Strategies That Promote Employee Success

By Sep Barkhodaee, March 28, 2014
onboarding success

Once a company has hired an individual who’s qualified for a given role, the aim is obviously to get him or her acquainted as quickly and effectively as possible. This transitional process is crucial for not only ensuring that staff members are prepared to fulfill the duties of their positions, but also to securing their loyalty to the company. Employee churn can cost a business a considerable amount of money, and many times, high turnover rates can be traced back to poor onboarding tactics. Companies that are able to fine-tune this process may be able to boost staff morale and maintain a more efficient, productive and motivated workforce, thus boosting retention and granting those firms a considerable competitive advantage.

 

Here are some strategies for a more effective onboarding program.

1. Establish realistic expectations
The first step to a smooth transition is ensuring new staff members have a clear understanding of their roles and the responsibilities that go with them. When expectations are miscommunicated or misrepresented to employees, their trust can be eroded. HR Morning warned not to voice them too early on, however, as this can put too much pressure on new employees. After giving them an idea of the basic aspects of their everyday role, the news outlet suggested letting new workers observe and learn from existing staff. Not only will they get a stronger sense of the company environment, but they’ll also get the chance to forge relationships with their co-workers, improving their collaborative capabilities and sense of teamwork.

 

2. Leverage technology
Using world-class technologies is a strong strategy for the onboarding process because it allows firms to get employees up-to-speed more quickly while also accommodating their needs. A report by The Aberdeen Group noted that these tools not only drive engagement during the training process but also help to establish consistency across the organization while reducing the costs of onboarding. Moreover, the report recommended utilizing technology to link onboarding with extended training initiatives. For example, firms can use elearning software to create online courses in a variety of business-related subjects. They can then track their new or existing staff members’ progress within the learning management system .

 

3. Keep communication open
New hires are typically hungry for feedback, so be sure to give them praise and constructive criticism from the get-go. HR Morning emphasized that it’s best not to give unsolicited critiques, and instead, recommended asking employees for permission before giving an honest review of how they’re doing. Additionally, the source suggested giving staff a chance to voice their questions and concerns throughout the onboarding process as well as letting them offer feedback on how management is doing. The two-way feedback strategy shows new employees that their opinions matter.


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