Employee Experience and Onboarding

After effective recruitment and selection, an employee’s first day, in most organizations, is spent running around various departments, ensuring that the onboarding process is fulfilled. When new employees join in, the task of aligning them to the business goals, introducing them to their roles, and engaging them well becomes a daunting task altogether. A smooth employee onboarding process allows a new employee to start contributing from the word “go”. It’s one of the first experiences an employee has within a company, and it’s the only real opportunity a company has to make a great first impression.

Why is employee experience critical in onboarding?

Essentially, employee experience exemplifies what people encounter and observe throughout their tenure at an organization. The employee experience comes down to the induction and onboarding process once an individual starts a new job. How important is this process exactly? Well, almost 33% of new staff starts looking for a new job in the first six months, and 23% of new employees leave their position within the first year. With unprecedented changes to our society, economy, and businesses, the way employees experience work has gotten more significant than ever before. We believe the employee experience and its relationship with engagement and performance is critical to understand and focus – now more than ever. Because when organizations get employee experience right, they can accomplish double the consumer loyalty and advancement, and create 25% higher benefits, than those that don’t.

Why is it essential to have a good onboarding process?

You need to stimulate and keep your employees sane throughout their employment. With this, the mental stability of new employees is crucial. You need to engage and motivate them by involving learning tools and face-to-face interaction. As a new employee starts their role, they need to know the ins and outs of the company. Such tools you can implement include online training, invitations to lunch/coffee with staff and managers to feel included, and introduce setting goals to push them throughout the first 30 to 90 days.

The onboarding procedure is the first chance to have a positive outcome on the employee’s journey. By designing it around diversity and inclusivity, carefully optimizing the experience, giving effective mentorship, motivating to have a successful collaboration between HR and IT, your company will help make a positive employee experience that proceeds through the whole employee’s venture.

How to Improve Your Onboarding Program

Employees who strongly agree their onboarding process was exceptional are nearly three times as likely to say they have the best possible job. Employees often establish their opinion of your culture in the first few months, and misperceptions can take a long time to fix. After experiencing onboarding at their organization, 29% of new hires say they feel fully prepared and supported to excel in their new roles.

With so much on a new hire’s plate when they join your company, asking the right onboarding survey questions provides a systematized way to check in with people. It also gives you valuable information about the new hire experience that you can use to improve this stage of the employee experience moving forward. On a strategic level, leaders can utilize onboarding information to distinguish why employees are not associating well with the company. In light of what they learn, leaders can provide additional assets and proposals for correcting issues and engaging their team members.

To do this, adjust the onboarding experience to focus on familiarity, simplicity, and culture while making it personal for each new hire.

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