Onboarding New Employees: What You May Be Missing

The process of onboarding new employees seems straightforward at first: introduce them to their team, their workflow and align them with your company’s objectives. However, bringing on new employees is often not as easy as thought, and often an overlooked – or worse, failed – opportunity to get new team members working at their highest and best use in an efficient manner.

How can you be certain that your new employees will acclimate to the company culture? Are they clear on the key accountabilities of their position? How can you develop your employee over time to better meet those accountabilities?

Often onboarding begins from an internal promotion or transition process – you want to retain your employees to grow your company to meet your defined objectives. But how can you make certain that this happens?

Read on to learn some best practices for onboarding employees you may be missing, as well as some of the most effective onboarding techniques and strategies for long-term employee engagement and retention.

Approach Your Onboarding Process Holistically

For many companies, the act of onboarding new employees is simply a matter of completing generic checklists for employee acclimation.

Big mistake.

Each employee has a unique set of characteristics that extends beyond simply technical skills. Without considering the soft skills and individual motivators that drive employee engagement and hence, performance, it is almost impossible to create a plan to reach maximum productivity and engagement efficiently and effectively.

At Bluewater Advisory, we stress the importance of onboarding new employees with a holistic approach. It is not enough to just introduce an employee to his or her workflow – they must also be trained in best practices for communication and leadership based on their unique areas of need for improvement or fine tuning.

The Gap Report is part of this process and a critical tool. By evaluating an employee based on how their skillsets measure against the job benchmark of your ideal employee in that specific position, the Gap Report creates a clear path for onboarding, short and long term professional development and long-term employee growth.

By evaluating all aspects of the individual employee, you can equip your new hire with all of the tools they need to excel in their position while socializing him or her with your company culture.

Use An Extensive Onboarding Process

One month or less of employee acclimation is simply not enough – employees need time to be fully accustomed to the expectations of their position. Please note, however, this does not mean that you or your managers need to invest an extensive amount of time in the process. More importantly, this also does not require a delay in accountability. The power is in the planning.

By creating an on boarding process based up on the Key Accountabilities of the position, your new employee knows exactly what is expected in the position, you can measure your new employee’s initial effectiveness quickly, and your organization can track the effectiveness of your overall onboarding efforts. Who was it who said “Hire slow, fire fast?” Using onboarding information and progress tracking, you can adjust your strategy for both current and future new hires to ensure the success of your onboarding efforts.

A solid onboarding process also improves retention. An employee who feels that their company is taking the necessary time to meet their professional development and acclimation needs on an individualized basis is far more likely to be engaged and remain with the company. And equally important, the greater the odds the employee will be successful in their position – as you define success.

We recommend establishing onboarding process of at least six months for new hires in an environment that creates shared accountability, with most of the accountability resting on the employee. Additionally, we strongly suggest you take advantage of diagnostic and assessment software that can help you track employee progress and automate elements of employee training.

Hire An Onboarding Expert

To obtain the best guidance for effective onboarding techniques and strategies, it is highly recommended that you hire a consulting firm that understands the process of onboarding new employees.

With expert help from talent management specialists, you can be assured that your employees will receive an individualized onboarding plan that gives them a clear path for success. Good onboarding consultants will also take the “train the trainer” approach and help your company manage and automate the employee onboarding and evaluation progress internally.

Hire a consultant that combines a holistic approach with the tools and technology necessary to quantify progress and identify areas of opportunity for employee growth and development. With an objective outsider’s perspective, a talent management specialist can best identify how to align company goals with individual employee motivators.

So where can you turn for the best onboarding consulting and talent management services?

Contact Bluewater Advisory Today

For a complete solution for onboarding new hires, call Bluewater Advisory today at 877-543-0525 or click here to contact us online.

Armed with TTI’s targeted assessment technology and a wealth of onboarding experience, our team of onboarding experts uses strategies that achieve retention rates in excess of 90%. Call us today to learn how our unique onboarding strategies can engage your employees and grow your business.

Categories: Professional Development.

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