ONBOARDING? WHAT TO NOTE

Onboarding is a very important part of HR. Now that you have selected and successfully recruited your newbies into the organisation, the onboarding process begins. Some even argue that onboarding begins from the actual acceptance letter or email. Onboarding is the process of inducting new employees into your organisation. It is that process where the newbies are helped to understand their roles, fit into their roles, meet the other teammates, have an understanding of what your organisation is about and how you operate.

The first impression a person has of anything is usually the most lasting impression and by far difficult to change. This is also true of organisations and their new workers. Onboarding is where this first impression is created. This process is so critical to the growth of that company or organisation.

Here’s why onboarding is important.

The foremost reason is the perception of that worker of that company or organisation. People do not stay on jobs they don’t like. This would also reduce the loyalty you would get from your workers. When a higher paying job or better working environment opportunity comes, they would not think twice about dumping your organisation. This is not to say that your employees ordinarily should not leave your organisation to get better offers but when there is nothing to miss about your organisation, it might even go on to affect your organisation’s general reputation.

A great onboarding process helps to motivate the newbies to do their best for the organisation. After all,this is the major aim of the whole concept of HR management within an organisation. Your new workers would also be willing to blend into the environment and do easily with the help of the older team members.

A poor onboarding process can also have the ripple effect of affecting the other team members as poor connection between new hires and older workers would be inevitable.

Conducting a perfect onboarding process can be done in the following ways explained below:

• Conducting a tour. Take the new intakes around the organisation. Show them places, offices, get them familiar with persons whom they can ask questions or make complaints to. It is important that you make them meet even the advisory board members and founders of the organisation where possible. This would give them a sense of acceptance
• Rosterelf.com provides a solution to new intakes orientation. And this is explained via the 3 C’s: Compliance, culture, connection and company. By covering all of this, the newbies should have a wholesome idea of what the organisation is about. Materials, booklets and the likes should also be made available to the intakes.
• Fun! Fun never goes out of place or the precincts of work ethics. Create a light environment where people can laugh and share official jokes. Also, if your organisation has the means, newbies can be invited to a lunch or dinner welcome party. This increase warmth and colleague-bond.
• Encourage feedback systems too. Let new employees have a means of getting back to the management of the organisation about how they feel and how they want to feel. This would also help the organisation to know what to do better with the next set of intakes.

Do reach out to us for questions. You can also tell us about your onboarding if you’ve ever experienced one.