The onboarding process allows companies to set new hires up for success, but only if it’s handled properly. When new hires don’t get enough information and support, they rarely stay in the position. Instead, they may openly quit or simply stop showing up, leaving your business shorthanded.
Many organizations leave onboarding in the hands of individual managers. As a result, there’s a lack of consistency when it comes to the experience, which can lead to lackluster results and retention issues. By giving your onboarding program structure, it’s easier to keep everyone on the same page. In turn, the new hire experience improves, leading to better performance and improved retention.
Fortunately, creating a structured onboarding program isn’t challenging. Here’s how to make it happen.
How to Create a Structured Onboarding Program
Creating a structured onboarding program begins by identifying your company’s goals for new hires. This includes objectives relating to recruitment and retention rates, as well as new hire growth and performance.
Once you have targets, set an appropriate timeline. Onboarding is a process that should be spoken of in weeks or months, not days or hours. The idea is to ramp up with the employee slowly, allowing them to secure wins along the way and build on each success. That strategy is far more motivating, leading to better engagement and results.
Additionally, managers need to take part in the onboarding process actively. Speaking with new hires to set initial expectations and outline the first segment of the journey gives new hires critical information about what lies ahead.
Then, regular check-ins allow employees and managers to assess their progress, make timeline adjustments, and otherwise work to keep the new hire on target. While the goal is for the employee to reach full productivity as fast as possible, it’s critical to keep the workload manageable as the new hire learns their role. Overwhelming them won’t accelerate the timeline; it only increases the odds of turnover. So, keep the pace reasonable, adjusting it as necessary based on how the new hire adapts and performs.
Plus, checking in allows the new hire to discuss obstacles they encountered quickly. This gives managers the opportunity to address any barriers to the new hire’s success, creating a supportive environment that helps the employees succeed.
In many cases, new hire onboarding should combine role-oriented training with social activities and environment familiarity. By giving new hires a buddy, they have a point of contact that can assist with questions, make critical introductions, and help them navigate an unfamiliar workplace. Plus, the arrangement creates opportunities for bonding, which makes the work more meaningful and the environment feel more supportive.
Looking to improve your recruitment and onboarding process? We can help!
Ultimately, the tips above can make a structured onboarding process easier to create. If you’d like to learn more about how to successfully onboard new hires and ensure they’ll reach full productivity quickly, A.R. Mazzotta can help. Additionally, if you need temporary, temp-to-hire, or permanent team employees, A.R. Mazzotta offers customizable hiring solutions to address your unique needs. Request an employee from A.R. Mazzotta today.