How to Finish the Onboarding Process Well - Part 5 of 5
How to Finish the Onboarding Process Well - Part 5 of 5
This is the last blog on the topic of onboarding. I truly believe onboarding is a crucial part of HR that small businesses do not pay full attention to. It is an easy way to retain talent that you worked so hard to get.
These two stats will make the case for me:
Great onboarding can improve retention by 82%*
New employees with good onboarding experience are 18x more committed to their employer.*
ONBOARDING PRINCIPLE #5 – Help Them Understand Company-Wide Policies and Expectations
You should have an employee handbook, and then you need to make sure they sign that they read it. They also need to meet with HR or someone designated to go over the policies with them. This ensures that they take the time to know that your policies are important and followed. Make sure they understand and have the time to ask any questions. One day, if you need to enact employee discipline – it will be important that you took this 60 minutes to train them!
ONBOARDING PRINCIPLE #6 – Make Sure You Give Them Their Job Description or Job Expectations
On day number one, the new hire needs to know what success looks like in the first 3 months. Are they supposed to do everything on their job description or just half of those responsibilities? t is hard to expect them to do great work if you haven’t told them what “great work” is in the early days of their employment.
This will set up performance conversations that should be had every 15 days in the first 60!
ONBOARDING PRINCIPLE #7 – Make Sure They Know Who To Talk to If They Have an Issue
If they are having an issue with their leader – who do they go to? (hopefully you have HR or someone functioning as HR)
If they are having an issue with a peer – who do they go to (after they try to handle themselves)?
If they are not being able to do their job well – who do they go to?
That’s it. Onboarding is not hard and it doesn’t cost (much) money. However, you need a plan and a schedule and you need to be a leader that makes this a priority. If you do, the results will be incredible. Don’t make an excuse why you can’t – just do it well!
Let Innovative Outsourcing Help!
If you are having an issue getting started, let one of our HR team members (Karen Moss, SPHR, SHRM-SCP) meet with your leadership team. During our HR Audit – we can talk through the options and come up with a structure for your onboarding! It’s a great way to kick start a “change”.
Stat source: https://www.oak.com/blog/employee-onboarding-statistics/