A successful onboarding plan maps out the steps for new employees to succeed in their roles and become an integral part of the company’s mission and culture.
• Creating a comprehensive onboarding plan
• Outlining the company’s goals for new hires
• Implementing structured training programmes for skill development
• Building effective team dynamics and engagement
Creating a Successful Onboarding Plan
There are three core pillars that support a successful onboarding plan.
Gone are the days of the generic ‘one-size-fits-all’ onboarding process. Instead, a well-crafted plan from onboarding and inductions will recognise the nuances between departments and job roles. By personalising the onboarding journey for each employee, companies can ensure that the training and orientation are not just relevant, but directly applicable to the specific job title and responsibilities.
For example, a sales representative joining your team might receive tailored training that focuses on general product knowledge as well as sales techniques relevant to their role. This approach helps them to navigate their responsibilities confidently from day one and contribute more effectively to the team's success. Once the initial objectives have been understood, the next step is understanding the organisation's identity. In essence, a great onboarding process should infuse the introduction of the company with its core mission, values, and vision.
This initial immersion not only gives employees a clear sense of purpose but also highlights how their role plays a part in the company’s mission statement.
Structured Training Programmes
Structured training programs are the cornerstone of a prepared workforce. Training programmes are more than just routine exercises, they provide employees with valuable insights into company processes and procedures, as well as giving them the tools they need to hit the ground running from day one. In fact, companies that invest in structured training for their employees see 11% greater profitability over companies that don’t.
The benefits of ongoing training shouldn’t be undermined, either. We live in a digital minefield where every day brings new rules, regulations and challenges. Ongoing training helps keep employees up to date with the latest market trends and changes. Plus, with 92% of employees, claiming that well-planned training programmes have a favourable impact on their level of engagement, it further justifies the investment.
Clear Communication Channels
No comprehensive onboarding plan is complete without transparent communication. For over 40% of workers, poor communication reduces trust both in leadership and in their team, so having a well-connected workforce is essential. Establishing robust channels for questions, guidance-seeking, and feedback, particularly for remote workers is crucial, as 54% cited poor communication impacted their trust in leadership.
Investing in communication platforms provide employees with a simple and informal way to communicate with colleagues and mentors. Additionally, make sure there’s allocated time for one to one catch ups on how they’re doing. This is particularly important early on to ensure they’re happy with the processes and are developing as planned. Having an open line of communication not only addresses concerns but also creates an atmosphere where new hires feel valued, supported, and part of a larger community.
How to Welcome and Engage New Hires
Every new employee deserves a warm welcome and a smooth transition into their new role. The less chaos, the better, because regardless of how well-planned their introduction is, the initial days can be overwhelming. A friendly introduction from colleagues, a well-prepared workspace, and a simple orientation can make all the difference.
This means making sure all the initial admin is taken care of. Setting up their workspace, securing laptops, installing the required apps and tools, and anything else they will need to hit the ground running is a must. Next, make sure there’s something thoughtful planned for their first day. Something as simple as taking them out for a nice lunch, welcoming them on a LinkedIn post or even holding a team-building exercise can make their first day memorable.
Once they feel settled, it’s important to impart a sense of the company's overarching goals. When new hires grasp how their role fits into the grand scheme, their sense of purpose deepens, and they become more committed to the company’s mission. Employee roadmaps help with this, as they provide clarity, align tasks with company goals, outline growth paths, and motivate employees to excel.
Focus on Team Dynamics
Great team dynamics come down to collaboration and communication. An environment where ideas can flow freely empowers team members to voice their thoughts, creating a shared understanding. In essence, the better a team’s dynamics, the better their ideas and output.
In order to create solid team dynamics, you’re going to need these ingredients:
• Transparency: this should come as no surprise; if you aren’t transparent with your team, it’s going to cause problems. If there are issues and they’re buried, it can cause tension and break trust. It’s better to be open about any problems and meet them head-on to ensure everyone on the team is on the same page.
• Trust: simple, if team members don’t trust each other to carry out their work, problems will arise. Each team member needs to be accountable for their workload and responsibilities, such as managing their own timekeeping. One member can bring the rest down, so ensure there’s trust and a sense of accountability within the team.
• Alignment: when everyone is on board with the company’s direction and goals, it eliminates any ambiguity. As long as you share the same goals, collaboration and communication should be a breeze.
• Ultimately, you could have the best managers, the best services and the best intentions, but if the team dynamic isn’t there, the team will always struggle to achieve its full potential.
How to Measure Onboarding Success
Measuring the success of the onboarding process allows you to see what worked and what didn’t, and how you can adapt it going forward. There are three important aspects to consider when measuring this success.
Begin With the Ramp-up Time
Assess how quickly new hires become fully operational and confident in their roles. A shorter ramp-up time indicates a more streamlined onboarding process, where employees grasp their responsibilities quickly. If there are glaring issues across the board, you might want to strip it back and identify what areas the employees struggled with and adapt your onboarding process accordingly.
Analyse Their Performance
How are the new guys doing in comparison to other team members? Is their work up to the expected standards? Are they confident in their roles? If the answer is yes, then they’ve likely experienced a great onboarding process.
To measure this accurately, you could start by defining specific performance indicators for each role. Whether it's sales targets, project completion rates, or customer satisfaction scores, having clear and measurable goals is essential and makes it easier for you to evaluate their performance.
As time goes on, track how the new hires progress in these areas. Compare their performance during the initial stages of onboarding to their performance several months down the line. To make measuring onboarding processes even easier, you could invest in an employee management system that does this all for you.
Onboarding is one of the most important aspects of keeping employees happy early on and can even help keep them for years to come. If you’re new to onboarding, keep communication channels open early on to gather feedback on what works and what doesn’t.
It’ll be hugely beneficial for both the success of the business and the well-being of its employees.
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