Corporate E-Learning

Employee onboarding is essential to retaining top talent. An onboarding program does more than help orient new employees. It shapes how new employees relate to their organization. Implementing an employee onboarding program will shape the company culture while developing a highly qualified pool of talent.

The purpose of onboarding is to help new hires transition into the roles at the company. When implemented correctly, onboarding will alleviate stress as it improves the culture of an organization. Employees who start well are more likely to stay at the company long-term. This will reduce turnover and save money in hiring and training costs.

There are a number of reasons to implement an onboarding program. Before this can be done, however, you need to understand exactly what onboarding involves and its importance to the success of the company. Exploring onboarding and its processes is essential to the success of any organization’s onboarding program.

Every successful program demands preparation, and onboarding is no exception. While it is important to make employees feel welcome, the environment needs to remain professional. Before implementing an employee onboarding program, make sure that each person involved understands what is expected of him or her.

One thing that will help onboarding go smoothly is to create a checklist for each step of the process. Keep in mind that the lists in this module provide a place to start. You will have to tailor each checklist to meet the needs of your own organization. The checklists will ensure that no part of the onboarding process ignored.

Any program you implement needs to be engaging. The purpose of employee onboarding is to engage employees from the beginning. Onboarding is more than simple checklists; it engages new hires in the company culture and promotes a highly functioning team. When onboarding is done correctly, employees are more engaged and productive.

Following up with new employees is essential to effective onboarding. Managers need to be involved with their new hires and determine whether or not any changes need to be made in their training process. Consistently meet with new employees and help them solve any problems along the way.

We have already established that setting and clarifying employee expectations is an important part of the onboarding process. Requirements and expectations need to be established from the beginning. New employees should not be surprised once they begin work. Set expectations and use them to evaluate progress.

Resiliency and flexibility are important to success. People will make mistakes and no program is perfect, but reacting resiliently and learning to be flexible will eventually strengthen employees and the company. There are five steps to resiliency and flexibility. Managers, mentors, and employees need to take advantage of these steps.

The way you assign work to employees is important to the onboarding process. Sometimes it is possible to involve employees in the projects they are assigned. New employees, however, will have less experience and will need more guidance. Using the most effective method will make the task of assigning work easier for you and your new hires.

Every supervisor needs to learn how to give and receive feedback effectively. Feedback is more than evaluating performance or checking in; it is a valuable method of communication. Poorly delivered feedback can lead to dire consequences. When done correctly, however, feedback will strengthen relationships as it improves performance.

Although this workshop is coming to a close, we hope that your journey to improve your employee onboarding skills is just beginning. Please take a moment to review and update your action plan. This will be a key tool to guide your progress in the days, weeks, months, and years to come. We wish you the best of luck on the rest of your travels!