SHRM reports that half of all hourly workers don’t last in new jobs past four months, and half of senior outside hires fail before their two-year anniversaries. It’s well worth it for employers to make the on-boarding process as efficient and productive as possible to welcome new employees and give them the tools they need to start contributing.
SHRM defines on-boarding as “the process of helping new hires adjust to social and performance aspects of their new jobs quickly and smoothly.” New employees have to go through a complex process of learning the attitudes, behaviors, skills, and knowledge they need to do their jobs and fit in with their new co-workers and supervisors. Proper on-boarding should help them with this, because the more welcome they are made to feel and the better prepared they are to do their jobs, the faster they’ll be able to be able to contribute and perform well.
Provide Comprehensive On-boarding
Best practices for on-boarding should teach employees more than just what is in their job description and the company handbook. They need to know legal and company rules and regulations, understand their new jobs and performance expectations, be introduced to company culture, and get connected to other individuals and networks they need to work with. Tools and effective practices for comprehensive on-boarding include a written on-boarding plan, training schedule, a way to capture feedback, and coaching and support for anywhere from a few weeks to a few months to a year.
How Top Employers On-board
IBM’s on-boarding is a year-long process with three stages to thoroughly integrate employees into every aspect of company culture and work environment. It includes coaching, training, and feedback. Zappos has an intense five-week on-boarding process that includes training and the offer of $2,000 to quit if they feel they don’t fit with the organization.
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