Introduction
Taking on a new role in an organization can be an exciting and daunting experience for most employees. The onboarding period depends on various factors, such as the complexity of the role, the individual's previous experience, the organization's culture, and industry norms. In general, the adaptation period usually lasts from several weeks to several months.
The onboarding process is the critical bridge between recruitment and integration, setting the tone for a person's journey within the company. But how can the adaptation process be optimized and diversified to double its efficiency? Read on!
Why onboarding is important
As you may know, onboarding is the process of integrating a new employee into an organization, typically during their initial days or weeks on the job. It involves providing them with the necessary information, tools, resources, and support to become productive team members. Onboarding is crucial for several reasons:
- Smooth transition: effective onboarding ensures a smooth transition for new employees, helping them acclimate to their roles, responsibilities, and the company culture.
- Engagement and retention: a well-executed onboarding process fosters a sense of belonging and engagement among new employees, increasing their likelihood of staying with the organization long-term.
- Productivity: by equipping new hires with the knowledge and resources to perform their jobs effectively, onboarding accelerates their time to proficiency and contributes to overall productivity.
- Cultural integration: onboarding helps new employees understand and align with the organization's values, mission, and norms, facilitating cultural integration and alignment with the company's objectives.
- Reduced turnover: a positive onboarding experience can significantly reduce turnover rates. When employees feel supported and valued from the outset, they are more likely to remain committed to the organization.
Companies that have successfully implemented the onboarding process note a direct impact on the new employee. For example, confidence is significantly strengthened, since the employee clearly understands his role, expectations, and what resources he can use. Onboarding also makes it easier to build relationships with colleagues, managers, and other stakeholders, promoting a sense of connection and collaboration within the team.
This process can eliminate any initial uncertainties or concerns new hires may have, helping their mentors avoid thousands of distracting questions. A positive onboarding experience increases the likelihood that new employees will stay with the organization and contribute to its long-term success.
Key practices for successful onboarding
Successfully implementing our onboarding experience should help employees feel welcome, supported, and equipped to excel. Here's how to achieve this:
- Storytelling sessions
Storytelling sessions are a valuable component of the onboarding process because they offer new employees a deeper understanding of the company's culture, values, and expectations in a more engaging and accessible way. The essence of this technique is that existing employees share personal experiences, challenges, and successes within the organization, providing information that goes beyond the formal policies and procedures outlined during traditional onboarding sessions. This helps new employees become emotionally invested in the company's mission and vision, fostering a sense of belonging and commitment from the beginning. Examples of storytelling sessions during the onboarding process may include:
● Employee panel discussions. Employees from different departments or levels of the organization share their career paths, memorable experiences, and lessons learned.
● Employee-driven presentations. Existing employees give presentations or informal conversations about their typical workday, highlighting key responsibilities, projects, and interactions.
● Success stories. Employees share stories of successful projects, initiatives, or collaborations they have been involved in, showcasing the company's accomplishments and highlighting opportunities for growth and impact.
● Cultural traditions and holidays. Employees share stories and anecdotes about company traditions, rituals, and celebrations, such as annual events, team-building events, or holiday parties.
- Buddy system with senior leadership
This is a highly beneficial practice in onboarding, as it pairs new employees with senior leaders or executives who serve as mentors or guides. This approach offers numerous advantages for both the new hire and the organization.
The Buddy system fosters a sense of connection and camaraderie between new hires and senior leadership, breaking down hierarchical barriers and creating opportunities for meaningful interactions. This approach provides new hires access to experienced mentors who can offer guidance, advice, and perspective on their roles, responsibilities, and career development. Senior leaders can share their own challenges and lessons learned, providing invaluable mentorship and coaching that accelerates the new employee's learning curve and integration into the organization. For example:
● Leadership shadowing opportunities. New hires shadow senior leaders in various meetings, presentations, or day-to-day activities to gain firsthand exposure to leadership styles, decision-making processes, and organizational dynamics. This allows them to learn by example and develop leadership skills early in their tenure.
● Cross-functional projects. Collaboration on cross-functional projects or initiatives where new hires work closely with senior leaders on strategic initiatives or special assignments. This provides hands-on learning opportunities and facilitates relationship-building across different parts of the organization.
HR Manager at the Lagoteam Tetiana Kyrnychanska - Tips for Making the Onboarding Process Comfortable for a Remote Employee.
- Create a warm virtual welcome experience by sending a welcome kit, personalized messages, and virtual introductions to the team.
- Ensure seamless tech setup by providing remote IT support for any technical issues, software installations, or connectivity problems the new employee may encounter.
- Offer flexible work hours or schedules to accommodate the remote employee's preferences and time zones, promoting a comfortable work-life balance.
-Schedule regular check-ins with the new employee to provide feedback, address questions, and offer support during the transition period.
- Provide resources for mental health support, stress management, and wellness programs to ensure the well-being and comfort of remote employees.
-Recognize and celebrate the remote employee's milestones, achievements, and contributions to create a positive and engaging onboarding experience.
Underline
Implementing modern practices for successful onboarding may require significant effort, akin to planting and tending a garden, but the rewards from developing a thriving workplace culture and engaged workforce are immeasurable. Remember: Just as a gardener tends his garden with dedication and patience, organizations must invest time and resources in ensuring the growth and development of their employees. So, roll up your sleeves, dig in, and watch your investment in onboarding translate into a thriving, resilient workforce. Lagoteam knows how to facilitate the adaptation process and make it as effective as possible! Our expertise is your opportunity to succeed in a competitive job market by attracting and retaining the best talent in the industry.