Onboarding

Have you ever started a job with poor direction and a not so welcoming first day? I would like to say I have a good personal experience or example to share of an actual orientation and onboarding process. I have not recently had a job that was thorough with orientation and onboarding. One place I work at right now is well aware of their shortcomings in this area and are in the process of writing a grant for funding to improve the orientation process. 

Taken from Employee Onboarding Process 

The onboarding and the orientation process is a crucial element for new employees and the company. We can assume when people do not understand their position and tasks they walk around blaming other and management for their difficulties. They may not take the initiative to do things for themselves, ask questions, or get results. People need to feel connected and valued and it is essential to the company’s development and establishing a foundation for success. It also gives the company good word of mouth and a better reputation of a good place to work when things are properly carried out. It also says the company money. 

Taken from 123RF

Onboarding is meant to be a positive experience. People will feel welcome and prepared, have confidence and the resources needed to carry out their job duties and the company’s mission. There is so much to learn when starting a new job from establishing responsibilities, orientation, company culture, and just a lot of new information in general. It's no wonder starting a new job can be terrifying. 

According to Career Builder, there are guidelines to follow for successful onboarding:

• Right off the bat make sure the new hire is not doing something different from what they are hired to do. 
• Have a written plan detailing objectives, strategy, and expectations. 
• Use a prepared checklist to cover everything and avoid distractions. 
• Have all relevant paperwork ready. 
• Assign a go-to person for questions and share job descriptions to get to know what other are doing. 
• Set up the new hire's workstation with supplies needed and tell them where to get them. 
• Provide feedback throughout at checkpoint to keep in regular contact. 
• Also, get feedback from the employee address concerns and note accomplishments. 
• Ease into the full schedule and have someone provide a lunch the first day. 
• Clarify policies that are most relevant and make sure they have access to a handbook.

Image from Difference Between

Employee's benefit from proper orientation and onboarding. They should know the direction to take to when asking clarifying questions. Getting contradictory information is reduced along with frustration. People will be closer to fully understanding their jobs, company policies, business processes, and job function.

Not only do employees want to know what they are supposed to be doing but the employer benefits from a proper orientation. Company's benefit comes in reducing costs, increasing production, and decreasing turnover. Non-engagement causes the loss of employees. The cost of turnover can be found in the cost of training and onboarding, interview expenses, advertising costs, lowered engagement, the productivity of new hires, impact on morale and the gossip machine, and less useful service. 

From Clipart Library

Onboarding isn’t for only the initial first day or first 90 days. People Admin says, the process can last a year or two. They want to avoid people leaving the company within the first year. It costs too much, and quality goes down. Onboarding can look like team building, creating goals, and mentor programs. It consists of constant communication, feedback, performance measures. There is then a transition from the onboarding process to the performance management process. Putting more resources and effort into onboarding builds the foundation of a thriving company.