Onboarding New Hires: How to Get Them Quickly Up to Speed, Engaged and Productive
Electronic onboarding enables new employees to contribute more quickly. Administrators can get a head start on the new hire process by granting new employees the ability to complete some of their own profile information and acknowledge new hire documents electronically in advance of the start date.
Onboarding Surveys. Simplified.
Onboarding surveys or new hire surveys, measure new employee experience and help leaders improve the onboarding and new hire process. The best onboarding programs:
- Help employees adjust to their new role so they can quickly deliver valuable work and thrive in their new environment.
- Automate or schedule feedback to collect information from new hires immediately after they pass particular orientation milestones.
- Give employees the ability to not only rate their experience, but to shape future processes.
- Tailor questions to mirror the organization’s unique onboarding and new hire processes, resulting in actionable data.
Why do Onboarding surveys matter?
Because a new hire’s experience in the first few weeks with a company can greatly impact his or her impressions of the company, how long an employee remains with the company, and whether employees refer friends and top talent for employment, onboarding surveys are a vital step to achieving high engagement and a wide variety of other business outcomes.
Additionally, by gathering information from each new hire and tracking items such as satisfaction, manager feedback and the effectiveness of orientation processes, HR leaders and managers can maximize and optimize the investment they make in hiring and training new employees.
Additionally, by gathering information from each new hire and tracking items such as satisfaction, manager feedback and the effectiveness of orientation processes, HR leaders and managers can maximize and optimize the investment they make in hiring and training new employees.
Streamline Your Hiring Process with Onboarding Software:
- Increasing engagement and help your bottom line
Paycor’s Onboarding Software helps you connect with your new hires before they join your organization. - Employee Self-Service
New hires can enter their own information into the onboarding software before their first day. - Compliance Documentation
Federal and State compliance forms, like a W-4, are completed and then reviewed by the administrator electronically. - Company Documents
Upload important company documents and policies, such as an employee handbook or a social media policy, for new employees to review online. - Electronic Acknowledgement
Reduce compliance risks by tracking which new hires have read and acknowledged company information.
Benefits of an Effective Onboarding Process:
We covered why your organization needs onboarding. Now we’ll go into why employees need it.
Starting a new job can be difficult. The responsibilities of a new role don’t always match the job description people signed up for. And often when someone walks through the doors for the first time, they don’t know a single soul there.
It’s tough, to be sure. But onboarding can help alleviate these stresses.
1.It shortens the learning curve.
Companies that provide on-the-job training are giving new hires a life jacket to stay afloat. Training teaches these workers the ins and outs of the organization’s culture and workflow.
It’s wishful thinking to simply give employees a manual on their first day while expecting them to jump into work the following day. In fact, some studies suggest that rookies won’t become fully productive in their new roles for eight months.
The more training you provide, the easier it will be for your employees to get up to speed. Train them well and they’ll feel comfortable in their jobs sooner.
2.It provides valuable feedback.
A survey by Archbright reveals that review and playback play a critical role when it comes to getting an employee up to speed.
Again, onboarding is a learning process and feedback is a motivator.
If an employee is left to fend for themselves — not knowing if they’re performing well — they’re going to become disengaged. Even worse, they might opt to leave.
3. It includes new hires in a social circle.
Peers play a huge part in motivation. In fact, according to our research, the number one thing employees like about their jobs are the people they work with.
It’s essential to keep new hires engaged if you want them to stick around for the long haul. But being the new person at work can be isolating. It can be particularly difficult for some of your more introverted rookies to approach a stranger and ask them a question about work.
However, if companies make an effort to introduce new hires to their colleagues, it gets them settled in faster. And the quicker they feel comfortable, the quicker they’ll be able to approach a colleague about a work-related question — or even offer support of their own in the event they know how to solve someone else’s problem.
In the long run, onboarding improves employee engagement and productivity. A one- or two-day orientation session full of paperwork doesn’t provide practical work knowledge that can be applied in a real-world setting.
So turn to on-the-job training and mentors to guide new employees and keep them afloat through the ramping-up process.
Starting a new job can be difficult. The responsibilities of a new role don’t always match the job description people signed up for. And often when someone walks through the doors for the first time, they don’t know a single soul there.
It’s tough, to be sure. But onboarding can help alleviate these stresses.
1.It shortens the learning curve.
Companies that provide on-the-job training are giving new hires a life jacket to stay afloat. Training teaches these workers the ins and outs of the organization’s culture and workflow.
It’s wishful thinking to simply give employees a manual on their first day while expecting them to jump into work the following day. In fact, some studies suggest that rookies won’t become fully productive in their new roles for eight months.
The more training you provide, the easier it will be for your employees to get up to speed. Train them well and they’ll feel comfortable in their jobs sooner.
2.It provides valuable feedback.
A survey by Archbright reveals that review and playback play a critical role when it comes to getting an employee up to speed.
Again, onboarding is a learning process and feedback is a motivator.
If an employee is left to fend for themselves — not knowing if they’re performing well — they’re going to become disengaged. Even worse, they might opt to leave.
3. It includes new hires in a social circle.
Peers play a huge part in motivation. In fact, according to our research, the number one thing employees like about their jobs are the people they work with.
It’s essential to keep new hires engaged if you want them to stick around for the long haul. But being the new person at work can be isolating. It can be particularly difficult for some of your more introverted rookies to approach a stranger and ask them a question about work.
However, if companies make an effort to introduce new hires to their colleagues, it gets them settled in faster. And the quicker they feel comfortable, the quicker they’ll be able to approach a colleague about a work-related question — or even offer support of their own in the event they know how to solve someone else’s problem.
In the long run, onboarding improves employee engagement and productivity. A one- or two-day orientation session full of paperwork doesn’t provide practical work knowledge that can be applied in a real-world setting.
So turn to on-the-job training and mentors to guide new employees and keep them afloat through the ramping-up process.
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