Onboarding involves a lot more than providing new employees with an orientation manual and some basic information about company policies and procedures; it involves helping them acclimate so they feel comfortable, which will make them more productive in their jobs. There are two main parts to onboarding: orientation, where new employees learn about processes and procedures; and acceleration, where you work with them on building connections within the company.

Onboarding experience is also the first impression new hires have of their employer and it’s vital to get it right. This can be a daunting task if you’re not sure what your employee needs.

It’s rare that a company’s onboarding process is flawless, especially among those that are large and decentralised. In fact, most companies have many teams and departments that each have their own onboarding processes. This means there are many opportunities for miscommunication and errors in the information provided to new employees.

Make sure that all new hires get the same information at the same time. This will help eliminate confusion from those who don’t receive this information until later or not at all, which can lead them to feel left out. It also helps create a sense of unity among employees when everyone receives similar knowledge about how things work within your organisation and why certain things are done in certain ways.

Create an open forum where people can ask questions about anything related to their job or departmental role from colleagues who may be more experienced than them!

Get to know each new hire as an individual and find out what they need from their first day at work. Make sure you know what their role is, how they will contribute, and where they fit into the team. Then tailor your on boarding plan.

Don’t let them feel lost or overwhelmed by information overload during orientation. This can make them question whether joining the company was a good idea. Instead, give them enough information to do their job without overwhelming them with too much detail about other areas of business that may not apply to them.

Help new employees feel at home so that they hit their stride and provide value from day one rather than having to spend weeks getting up-to-speed on everything else going on within an organisation. New hire that starts his or her role on a positive note will be better equipped to stay engaged and productive for a longer time.

In fact, according to research from Gallup, employees who have a positive onboarding experience are 16% more likely to report higher job satisfaction than those who don’t. They also are more engaged with their work and stay longer at the company.

 Many companies have trained their employees to do great work, few companies have trained them to onboard others. Therefore, it’s important for teams to be empowered with the responsibility of onboarding new employees. Not only does this help build trust within your organisation, but it also sets the tone for future generations coming into your company.

 There are many ways you can improve your employee onboarding process with minimal cost and effort.

  • Assign an experienced employee to welcome new hires on the first day of work. This person should be able to answer questions they have about their new company, as well as help them figure out where everything is in the office.
  • Create a digital guidebook for them to reference whenever they need it: What are the benefits options, how to change email password, etc. The more information you give employees before their first day at work, the better off everyone will be.