Onboarding: Commitment And Productivity From Day One


Performance Talent management


There are many benefits of implementing onboarding programs to attract, induct, train and retain top talent. Processes can be implemented to help a new employee integrate into the business even before their first day.

Did you know that within the first six months after being hired about a third of the employees are already looking for a new job?
If you consider the time and manpower costs associated with the hiring process, you should appreciate the importance of avoiding a situation whereby you’re replacing staff relatively new to the business and strategies that can help with this.

onboardingYou’re brand’s not going to make a very good impression with a new employees if you abandon them at their desk on their first day, or if you forget to give them their laptop or even show them where to grab a coffee.
Nor will you gain their respect by showing them many videos and presentations about how great the company is but you forget to explain to them what is expected of them or what a typical day in the office is like.

The onboarding process is a methodology designed to integrate a newly recruited employee through practical and immediate actions. The objective is to accelerate the adaptation and integration of this person to the company, enabling them to learn and understand the internal mechanisms, company structure and the organisational culture by performing practical actions that will be similar to the ones of his/her job position.

How this process is managed can be the difference between a successful new hire and one which is looking for a new job after a couple of months or even weeks.
Onboarding is a progressive process designed to help employees make a successful transition to their new job, helping and assisting them into their position and role from before day one.

There are three main areas in the onboarding process:

  • A detailed knowledge of the company, the business and everything that surrounds it
  • Culture of the company and how it operates in the market
  • Business procedures associated to the job position and the tools that will be used to perform those procedures

The incorporation of the new employee often includes training sessions and social integration with their peers, direct managers and senior members or staff such as directors.

This whole process, if correctly applied, is beneficial to the employee for many reasons:

  • Self-confidence is developed from the tasks assigned to the job position
  • Greater job stability and security
  • Capitalise on the employee’s potential and increased career development

Of course, this also means that the employer receives many benefits too:

  • Talent retention: when properly done, an effective onboarding process helps the employees to reinforce themselves faster and the potential for them to remain within the company for longer is increased
  • Less staff turnover and as a result lower turnover costs
  • Productivity and performance: the employees have the necessary tools and knowledge to carry out their roles effectively

But the process doesn’t finish here. Once in a while, Human Resources should ask and follow the development of the employee within the company. Not only following up with the employee but everyone involved with them. The many advantages that onboarding offers far outweigh the initial effort and planning that are required to set up the process.

It has been proved that happy employees are more productive employees. If you are looking for good results, start strongly from the beginning.