Traditional onboarding processes focus on sharing information to familiarize new hires with your company, values, processes, rules, and culture.
How can we deliver information in the most engaging way?.This shifts perspective and asks questions like: Sure, it ticks those boxes – they’re important, of course, but they’re secondary to focusing on the employee. If you look at the tasks most traditional onboarding processes emphasize, it’s obvious that they’re mostly about meeting the business’ needs.Ĭollecting the right paperwork to manage compliance, making sure new hires understand your rules and processes, finding ways to make HR’s life easier, equipping new hires with the resources to complete immediate tasks effectively, etc.Ī strategic onboarding process focuses on different goals. 👎🏻 Traditional onboarding: Focuses on employer Read more: The manager lottery and its effects on onboarding Focus On the other hand, the modern onboarding process focuses on engagement - and seeing as managers account for 70% of variance in engagement, manager involvement is mission-critical (psst, this means leadership engagement in the onboarding process is just as critical as they drive manager engagement). It’s HR’s job, and that’s that (which makes sense if your onboarding program is just… managing forms). Traditionally, onboarding has just been lumped in with tasks like managing employee forms. ⚡ Onboarding today: Everyone’s responsibility 👎🏻 Traditional onboarding: HR’s responsibility The modern onboarding process is a journey, not a checklist. The best pre-boarding processes start about one month before new hires start, and the official onboarding process should continue for at least six months afterward to get your new starters past the attrition danger zone. Research shows that a strategic onboarding process should last at least seven months. Tanner report found only 43% of employees had an onboarding experience consisting of more than a one-day orientation and packet of information on benefits. ⚡ Onboarding today: Lasts seven months or moreĪn O.C. 👎🏻 Traditional onboarding: Lasts a few weeks or less To start building a more strategic onboarding process, check out these focus areas: Timeframe We need to think beyond the list of checkboxes that traditional onboarding looks to check and focus on actions that will create long-term employee engagement: What can we do today that will have lasting effects to help keep our employees feeling engaged and connected five years from now?īeing focused on these goals will guide us to more meaningful actions that keep long-term employee success at the center. So, how do we modernize our outdated onboarding processes? So what can you do differently to make your onboarding stand out? Employees in Paychex’s survey cited these top five elements: 33% losing trust in the the organization.
According to that same survey, poor onboarding leads to: This has significant business implications. A recent Paychex survey found nearly one-third of employees find the onboarding experience confusing and 22% find it disorganized.
#Synonym for onboarding how to#
They over-emphasize operational tasks – like showing new hires how to access resources – over strategic tasks that would move the needle longer-term (tasks like helping new hires integrate into company culture).Īnd even then, they still don’t get it right. (For example, organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%.)īut, no, because many companies still only use “onboarding” as a synonym for “orientation.” They lack strategic onboarding goals. Strategic onboarding decreases turnover, accelerates time-to-proficiency, increases productivity, and drives employee engagement. Yes – a strategic onboarding process solves these problems.
Recruitment and talent acquisition teams would pour effort and investment into hiring great people – and then those people would leave (or they’d stay but take forever to find their feet). The onboarding process originally sprang up to solve a problem.
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