The induction of new employees is crucial. It is more than just a formal procedure; it is laying the foundation for future success and growth. The onboarding period can range from a few weeks to several months, depending on the complexity of the role and the company’s goals

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Onboarding is strategy, engaging new employees is practice

While onboarding focuses on a general introduction and connection within the organization, onboarding focuses on the specific duties and responsibilities of the position

Onboarding is the process of welcoming and introducing a new employee to the organization, including administrative duties and general orientation, with the goal of making the employee feel welcome and quickly integrated

Integrating new employees is about training a new employee to perform his or her job effectively, including explaining organizational processes, teaching necessary skills and providing feedback for success

Both onboarding and onboarding are essential for successful integration of new employees. Also read our knowledge base article: the difference between onboarding and onboarding

The importance of employing new employees

According to research, onboarding new employees and training is essential. This was also confirmed in an Indeed survey of 438 employees from various companies. It showed that 39% of employees who left within six months indicated that a more effective onboarding and training program might have kept them with the company longer. The benefit of good training is obvious: It boosts employees’ confidence, makes them more familiar with company processes and procedures, and gives them the tools they need to succeed in their new roles

Effective entry strategies

To get the most out of your onboarding program, it is important to follow certain best practices. Here are some comprehensive suggestions:

• • Preparation
    Before a new employee starts, you should already have a clear training plan. This plan should detail the goals, methods and evaluation processes.

• • Buddy
    Assigning a buddy or mentor to new employees can speed up the learning process. These mentors can share their experiences, answer questions and serve as a trusted source of advice.

• • Support
    Save some time in your calendar to provide support for onboarding new employees. Give them a tour of the office and introduce them to key members of your team. If you have the time, make a cheat sheet outlining each person’s role within the department, including their contact information. Try taking new employees out to lunch during the first week so they can get to know you and other team members in a more relaxed way.

• • Regular check-ins
    Check in regularly with your new employees during their first few weeks. Once you start training, check in with your new employees even several times a week. This ensures they are making the desired progress and allows you to make quick adjustments if an employee strays from the right path. Be sure to call in these check-ins at scheduled times so that both you and the new employee can plan and be prepared

• • Company culture
    Make sure the onboarding includes an introduction about the company culture. Knowing and understanding the values and norms of the company is just as important as mastering the technical aspects of a job.

• • Set achievable goals for new employees
    Setting clear and realistic goals can help new employees feel comfortable in their new position and also let them know what is expected of them during the first few weeks. Determine each employee’s current skills and experience and use this as a guide to set short-term goals they can achieve during their first weeks in the position.

• • Constructive feedback is essential
    It helps employees understand their performance and how to improve. Without regular feedback, employees are more likely to make mistakes and continue to make those same mistakes. The longer employees perform a task the wrong way, the harder it can be to correct. Regular feedback ensures that new employees perform their tasks correctly and are on track to achieve their established goals.

• • Team building
    Organize activities that help new employees get to know their colleagues and forge bonds. Find ways to bring experienced employees and new employees together, such as through special events like workshops and volunteer work.

• • Recognize and reward the progress and achievements of new employees
    Celebrate success. When new employees achieve the goals you have set for them, make sure to acknowledge these achievements and encourage them. This motivates new employees to continue learning and makes them feel noticed and valued in their new workplace.

What to avoid when onboarding new employees

As with any process, there are pitfalls to avoid:

• • Favoritism
    It is crucial to treat all employees equally. Do not favor one individual over another.

• • Information overload
    While it is important to train new employees, be careful not to overwhelm them with too much information in a short time.

• • One-way communication
    Training should be interactive. Leave room for questions, discussion and feedback.

Conclusion

Effectively training new employees is not only an investment in them, but also in the future of the company. Hiring new employees is also an excellent opportunity to look at the organization and its functions from a new perspective. Do your best to listen to ideas or suggestions offered by new employees and avoid rejecting them because of their inexperience in the organization or position

By taking a thorough and considered approach, companies can ensure the smooth integration of new talents, leading to better results and higher retention rates