Much has been written about the importance of proper onboarding. Effective onboarding is indeed crucial as it not only strengthens company culture but also increases job satisfaction, productivity, and employee retention. By investing in a well-designed onboarding process, you enhance employee engagement and performance.
But what do we mean by successful onboarding? In this article, we delve deeper into the different types of onboarding, the timeline, best practices, and the importance of involving your existing employees in the process.
Onboarding is part of your talent strategy. Invest in your talent strategy by utilizing a validated talent optimization platform like The Predictive Index, which provides tools for seamless integration and guidance of new employees into your organization.
FIVE TYPES OF ONBOARDING
Understanding the different components of your onboarding strategy is the first step. The onboarding program can vary depending on the size of the organization and the type of position being filled.
We identify five components:
- Operational onboarding: Prepare all necessary materials and equipment, such as workplace essentials and login details.
- Knowledge onboarding: Provide training or mentorship for carrying out the daily tasks and responsibilities of the role.
- Performance onboarding: Set short-term goals and provide feedback to achieve these objectives.
- Social onboarding: Make new employees feel welcomed through initiatives like a welcome package or an onboarding buddy.
- Talent onboarding: Gain insights into new team members’ skills and experience to identify future growth opportunities.
How to Start Onboarding
Every onboarding strategy includes elements from the five categories above. Onboarding starts before the first day of work and can last up to a year with regular check-ins. The approach can vary by department and individual.
Here are some tips:
- Before the first day: Offer a welcome package (limited knowledge onboarding) and introduce them to the new team, perhaps during the contract signing (social onboarding). Provide insights into their intrinsic motivations discussed during the application process.
- First day: Focus on social onboarding by familiarizing the new employee without overwhelming them with information. Ensure operational onboarding goes smoothly and all involved are aware of the start date.
- First three months: Implement knowledge onboarding with training and mentorship. Schedule regular check-ins with the supervisor for performance onboarding.
- From three months to one year: Focus on performance and talent onboarding, set new goals, and assess the need for additional training.
Why involving current employees is valuable
Involving current employees in onboarding new talent is crucial. Here are four reasons why:
- Accelerates new employee transition: Current employees can assist new hires with practical questions, making the onboarding process smoother and boosting productivity.
- Fosters innovation and collaboration: Invite current employees to provide feedback on the onboarding process, enhancing onboarding quality and promoting product innovation and efficient work processes.
- Enhances communication and company culture: Immediate insight into company culture helps new employees acclimate faster. Experienced colleagues can guide them in understanding formal and informal processes within the organization.
- Creates networking and team building opportunities: Understand what the new employee offers in terms of team dynamics and collaboration. Gain insights into your team with PI Design.
An effective method to involve current employees is by implementing a buddy system, where a new hire is paired with an experienced colleague who can guide them throughout the organization.
Implementing a Buddy System
- Inform the buddy in advance: Notify the buddy in good time to prepare for welcoming and guiding the new employee.
- Prepare a guide for the buddy: Assist the buddy with a preparation document from HR to support the new employee. Provide insights into their and the new hire’s motivations. The PI relationship guide is a key document here.
- Introduce the new employee to key figures: Introduce them to important people and departments on their first day, aligning with their unique behavioral profile.
- Provide ample training time: Ensure the new employee can focus on training during the initial period. The buddy can provide support and answer questions.
- Track the buddy program: Schedule monthly check-ins to monitor progress and assess the buddy’s suitability for future onboarding guidance.