ONBOARDING (Employee ORIENTATION)
Here are some questions to ask yourself right now about your company’s onboarding process:
· Are we making new employees feel welcome? Are we making a great
first impression?
· Are we engaging their hearts?
· Are we giving new hires enough pertinent information about the basics
at new employee orientation? Are we making job responsibilities and
performance expectations crystal clear?
· Are we helping new hires make a smooth transition onto the floor?
· Are we constantly seeking ways to improve our new employee orientation
process?
Great
companies know that hiring doesn’t stop at the acceptance of the offer.
A 2003 study by Hewitt Associates that looked at the connection between
effective onboarding (assimilating new employees) and engagement (the
bonding and commitment of these employees to their new company) found
that companies who invested the most time and resources into onboarding
programs benefited from the highest level of employee engagement.
And since high employee engagement translates into productivity, less turnover and increased profits, it only makes sense to put time and effort into your new employee orientation process and all the other essential aspects of successful onboarding.
The first days, weeks and months on the job are when your new hire is the most vulnerable and the most likely to make their lasting impressions of your company. Get them engaged and active with the company now by fostering their sense of belonging and relevance, and you will reap the benefit of high engagement long into the future.
Hire Alignment can show you how to create and implement a cogent
new employee orientation process and a persuasive onboarding program
that is informative, caring and fun. Your new hires will feel like
part of your community, be clear on their work objectives and be feeling
like they’ve really lucked out in getting the chance to work for you.