The workforce of today is dominated by workers who are always seeking for better job opportunities. It has became a challenge for employers to compete and retain employees thus it is crucial to have a robust onboarding process. It is proven that at least 69% of employees will stay with their company for at least 3 years after experiencing great onboarding process. Here are five tips to improve your onboarding process:

1. Make them WOW before even boarding!

It is common for new employees to feel lost due to information overload or lack of specifications about their performance objectives during their onboarding process. If managers want new hires to ‘hit the ground running’, it is important that they reduce ‘first-day’ stress even before they start working to get new recruits fully engaged with the company.
There are a few ways you can do so, for example, sending welcome e-mails before the employee’s commencement and letting them know what to expect on their first day. Welcome e-mails typically include links to Corporate videos or Social media pages that convey the company’s culture. These portals offer virtual tours for them to acclimatize better and introduces a better understanding of their role and responsibilities.

2. Feed them bit by bit.

Amazing onboarding experiences involves processes that are ongoing. Instead of dumping everything they’ll need to know about the company on the first day, it’s more effective to introduce policies and procedures gradually. Time-released onboarding concept helps employees feel like their company cares about them and their progress, and feeding them information bit by bit makes sure that they don’t miss out important information due to overload.
This shouldn’t just end after the first few days, weeks or even months. In fact, it can, and should continue throughout their first year. Not only will it allow the workers to digest large pieces of information, it forges a stronger management-employee relationship.

3. Give them measurable performance objectives, clearly.

Provide your new-comers with clear performance objectives, letting them know what is required of them and how they will be evaluated. Performance objectives should be specific and measurable to assess progress and development. New hires need to understand how their work relates and affects the organization, letting them see the big picture will motivate them to perform at a high level as quickly as possible to meet both short and long term goals.

4. Mentorship

It is necessary for new employees to have mentors – someone who will support and encourage them that is not their direct supervisor. Mentors effectively help new comers to adapt and provide valuable on-the-job training. This will benefit both the trainee and the mentor by fostering loyalty and speed boosting productivity of the trainee, while simultaneously empowering and building leadership skills of the mentor.

5. Training Courses

Both new hires and current employees benefit from training courses. Change is constant thus learning new skills is an necessity to keep up with the ever-evolving world of today. Not only does providing workers with training make them feel engaged and increase their productivity, it make them feel cared thus allowing them to appreciate the company – increasing retention rates.
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