Revamp your Employee Onboarding Experience

If you are looking to create a stellar onboarding process that will set the stage for an amazing employee experience (and all the benefits that come with it), look no further. Techademy has your back, and we are here to help you get started on building an onboarding program that works for your business. Contact us today to learn more about our services and how we can help you create an onboarding process that employees will love – and one that will help your business see tangible results.

Table of Contents

Introduction 

Onboarding new employees is one of the most important things that HR (Human Resources) and Learning and Development professionals can do to ensure a successful transition for the new hire. However, many organizations struggle to create an effective onboarding experience. In this blog post, we will explore some of the best practices for creating an onboarding experience that engages and inspires new employees. We will also look at some of the common pitfalls to avoid. So, if you are looking to create a memorable, positive onboarding experience for your new hires, read on! 

Let us now have a look at some statistics around the onboarding process in 2022 

  • Research by Brandon Hall Group found that organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%  

This statistic clearly indicates the importance of a smooth and engaging onboarding process. Employees are more productive when they feel they are valued, and they have career development opportunities. This motivates employees to put in more effort and become more loyal to the company.  

  • Gallup found that 88% do not believe their organizations do an excellent job of onboarding, and that leaves a lot of room for improvement 

A strong onboarding process can directly influence productivity and help you achieve a higher retention rate. Only one in ten employees say they have had good onboard experience. So, there is a lot of room for improvement, and it will be highly beneficial eventually.  

  • 58% of organizations say their onboarding program is focused on processes and paperwork 

It is important to understand you are not just employing a person, you are employing an individual with diverse interests. Treating employees like assets can be detrimental to morale and productivity. Onboarding processes need to be engaging and interactive because you can only make a first impression, once.  

  • Addressing development during onboarding increases satisfaction by 3.5x 

There was a point of time where employees’ major concern was job security. The current generation of employees require a lot more than that. IT employees especially look for opportunities that can add to their career’s consistent development, so it is essential to let candidates know what is in store for them on the learning and development side of things.  

  • 70% of employees who had exceptional onboarding experiences say they have “the best possible job” 

Providing an engaging onboarding experience with interactive sessions, constant communication and setting expectations can all lead to building a long-lasting relationship with the employee. Hiring managers should take a much more involved role in onboarding to make employees feel welcome and valued.  

Here is a systematic structure for efficient Onboarding Process 

An effective onboarding process is a critical part of the new-hire experience; it effectively sets the stage for what is to come and the relationship you will have with a new employee. From increased employee engagement and productivity to reduced turnover rates and work-related errors, there are many inherent benefits to building out strong employee onboarding process at your organization. Here are six stages to making a viable onboarding experience: 

Stage 1: Plan ahead 

The onboarding cycle should start when another representative acknowledges the offer, with basic errands given to them before they show up on their first day. These errands guarantee that they realize what the organization does just as the stage they would be needed to utilize. Relegate cutoff times and let the new representative have more command over their own onboarding. Evaluate once all the assignments are finished to see where there are holes in information. 

Stage 2: Get to the roots 

The first day of work is consistently upsetting for both the fresh recruits and the executives. Yet rather than anticipating that your new employee should hop directly into completing it, there is incredible incentive in having them tune in and learn while yet considering going all in. The recently added team member gets drenched in the organization’s way of life by finding out about its set of experiences, design, and its industry overall. This permits them to absorb everything and comprehend the center of what their identity is. 

Stage 3: Ownership assignment from day one 

Individuals are quick learners and prosper when given obligation. The onboarding plan mirrors this, as it incorporates two sorts of assignments, independent and guided. Fresh recruits are accused of planning gatherings with each colleague and finishing independent errands within a particular time span. Having a combination of independent and guided undertakings is important to allow representatives to ingest new data at their own speed while additionally allowing them to gain from and associate with their kindred colleagues all while being guided by an individual colleague. 

Stage 4: Ask a lot of questions 

To lower the barriers of future communication, new hires are asked to bother fellow employees. This has proven to have a direct impact on our company’s success and in building and strengthening relationships among team members. The main advantage is that through shared tasks, every employee meets and gets to know every member of the team. New employees are also encouraged to ask work-related questions to anyone, including management. This allows them to expand their knowledge base and learn from the expertise of others. For larger companies, this can be applied to specific departments instead of an entire company. 

Stage 5: Make them feel included 

As important as it is to submerge new hires into your company culture, it is equally as important to make sure they feel that they are a unique new addition to the team. Every company has their little nuances that define their culture and make employees feel like they are part of something bigger. Whether it is by giving them a visiting card with their name on it or adding them on the company’s website. 

Stage 6: Gain new perspectives 

Recently added team members bring new experiences and points of view. It is imperative to urge them to talk uninhibitedly and pose inquiries. You need to offset your organization’s way of life with a climate that praises every part’s novel ability, foundation, and considerations. So, exploit having a new pair of eyes. It regularly takes however one straightforward inquiry to uncover the shaky areas in your item and administration. 

Conclusion 

Accept the open door to infuse your fundamental beliefs from the very first moment with your representatives, acquainting recently added team members with the workplace climate, organization construction, culture, and strategies for working through independent and guided errands that encourage freedom and trust in their dynamic. Furthermore, recall, another colleague can continually bring that new point of view you were searching for if just given the opportunity. 

An onboarding process is an important part of the new-hire experience, and it sets the stage for what is to come. From increased employee engagement and productivity to reduced turnover rates and work-related errors, there are many inherent benefits to building out a strong employee onboarding process at your organization. If you want to get started on creating or improving your own onboarding process, Techademy can help. We offer comprehensive courses on everything from HR management to creating effective onboarding processes, so you can hit the ground running with this critical part of your company culture. Contact us today to learn more! 

The Final Word 

These streaming service tactics will help you produce powerful learning experiences and rich skill development programs, even when you want learners to refrain from binge-watching your course material. These streaming service tactics will help you produce powerful learning experiences and rich skill development programs, even when you don’t want learners binge-watching your course material.  

Netflix/OTT learning is fantastic, but L&D can improve it by incorporating collaborative learning, social elements, practice laboratories, and even gamification to enrich the experiences since the main priority should be application and skill retention rather than merely absorbing knowledge.  

With Techademy, you can design OTT-style learning experiences for your corporate training modules. Contact us to know more!