Employee onboarding best practices for better performance
Image Source: Sora Shimazaki | Pexels
Today’s competitive corporate environment recognizes that employees are their most significant asset. Thus, onboarding new hires is vital to their performance and success. Employee onboarding is a strategic investment that prepares employees for long-term development and productivity. According to SHRM, 69% of workers are more likely to remain in a company for more than three years if that company has a robust onboarding procedure. The significance of effective onboarding and its impact on long-term performance will be emphasized in three important pillars throughout the article.
First pillar: communicating vision and mission
According to HBR, 90% of employees are willing to work for less money in exchange for meaningful work. Consequently, it is vital to adequately communicate the organization’s mission and vision to new employees during the onboarding process. Employees may attain a sense of purpose and tie their work to larger business goals by integrating their expertise with the company’s values. This shared sense of purpose fosters a strong work culture built on a common goal. Google, for example, ensures that new workers learn and accept the company’s ideals via its “Ten Things We Know to Be True” onboarding process, resulting in the company being widely and consistently regarded as one of the best places to work at year after year.
Second pillar: providing on-the-job training and required tools
Image Source: Campaign Creators | Unsplash
One critical component of the onboarding process is ensuring that new hires have the on-the-job information and tools they need to succeed, especially in the wake of global digitalization and the tendency to opt for online job training. Starting new employees with the correct tools and knowledge positions them for success and improves their performance. Unfortunately, 59% of the employees claim that they didn’t have proper on-the-job training. This should be rectified since training programs that target particular work needs and equip individuals with the appropriate skills and knowledge result in fewer errors, more accuracy, and better performance results.
Third pillar: building employee engagement
Image Source: Yan Krukau | Pexels
The new hire onboarding process is also important in building strong networks within the organization. Companies may develop a sense of belonging by encouraging interactions and team building, which has a direct impact on employee performance. According to the HBR poll, just 25% of respondents believe they are highly engaged in their firms. Addressing such issues throughout the onboarding process helps new employees feel valued, integrated, and motivated to accomplish their best.
Many corporations launched a “buddy program” to implement an employee engagement strategy from the first day of hiring. A buddy assists a new employee throughout the first several months, explains processes, and gets them acquainted with the culture. This will increase corporate profitability since Gallup research reveals that highly engaged units are 23% more profitable compared to other less engaged units.
To summarize, recognizing employees as valuable assets and investing in their onboarding process is critical for long-term corporate performance and success. Organizations may improve new recruit performance and contribute to a healthy work culture that supports overall productivity and profitability by successfully communicating their vision and goals, delivering thorough on-the-job training, and cultivating employee engagement.
