This post dives into five easy-to-implement changes that can make a world of difference in your onboarding process. Let's get started.
Early on, sit down with your hiring team and managers to establish the most critical aspects of an onboarding process for your company. What are the tangible goals or deliverables that a new hire should produce by the end of the process? How will you measure these goals? By having specific, measurable, and obtainable role- and onboarding-specific goals, you will be able to track your progress and clearly identify areas of improvement/ In addition to the role- or onboarding-specific goals, also keep in mind that one of your goals should always be to foster inclusivity. This sets the tone for an environment that promotes diversity of opinions, backgrounds, and encourages feedback.
Sticking to a Manageable Schedule
One of the worst things you can do is create an unrealistic onboarding schedule. By loading all training and introductions into a single week, you not only create an environment of information overload, but it is unlikely that you (or others, for that matter) will stick to the schedule. This results in skipped sessions and an overall disorganized program. So, rather than trying to cram everything into a few days or a week, try to space out learning over time in a way that works with everyone’s schedule. It is best to take things slow and be realistic, so things don’t fall between the cracks.
As with most things in recruitment, tools play a central role in successful onboarding. Since this is the time that employees decide to engage or disengage from future projects, it is a great time to implement tools to take your efforts a step further or even ease your workload. Try looking into a few ways to enhance or modify the tools that your company is already using for onboarding purposes. You can also check out this list of AI tools to get an idea of what other tools may be easy to implement and helpful in bringing your onboarding process to the next level.
Everyone learns differently. That is precisely why one of the fundamental components of an onboarding program is adaptability. Adaptability, in this case, does have to come at the cost of efficiency. Adaptability here primarily refers to a lack of micromanaging. By combining a general learning and development structure with freedom for autonomy, you give your employees the overall direction they need to succeed and the ability to adapt and learn in the way they feel most comfortable. Through this balance of autonomy and structure, your new hire will be able to adapt their training to their learning style and skill set in a way that enables them to reach their full potential.
Make a Checklist
An onboarding program is only as good as its content and delivery. To make sure that you are staying on track in the delivery of your onboarding program, it is best to create a checklist that acts as a central knowledge base. Not only will it serve as a go-to guide for anyone in the company who is onboarding their new hire, but it will also help standardize the delivery and overall quality of information. To help you get started, you can download our onboarding checklist list here.