Employees onboarding advising
On signing a new employment agreement, each of the parties start their journey with expectancies toward specific results. The new employee wants to enjoy a pleasant work environment, the satisfaction of his work’s success and the financial benefits he might have. On the other hand, the employer wants the new team member to perform at hjs / her best and to contribute to the company’s development.
As they appear to be simple, such goals may be complied with only if the new employee enters an adequate onboarding process. In the absence of such process, the new team member takes over his role in the organization on the way, by acquiring things based on his intuition than being explained to him. And during the mix of new information expected from entering a new company, errors occur in complying with the tasks and the employee is feeling overwhelmed, with no motivation, and confused.
This way, the path to fulfilling the initially established expectations is interrupted shortly, with side effects translated into financial loss for the company.
The experience we have gathered showed to us that it is very important that the new employee benefits from orientation and onboarding support ever since the first moment spent in the company. Onboarding is the last step of recruiting and the first step towards retention and its objective is to help the new employee align with the organizational culture, assimilate information and facilitate transition from the role of candidate towards the role of team member.
Here, companies may face certain challenges and our team of consultants may support them by identifying the best solutions adapted to their needs.
The onboarding process goals that need to be reached during the first year are:
- Making sure the new employee is welcomed in the company
- Reconfirming he/ she made a good choice and fits the organization
- Establishing the feeling of belonging – involving respect and fair treatment
- Building the base for a long-term collaboration relationship
Therefore, during an onboarding process, all employees’ needs are targeted, from the ones related to managing new information they need to assimilate, up to training and developing positive relationships with the team members.
78.4% of the employees say the feeling of inclusion in the company is very important (according to a study performed by Deloitte in 2020). But we know that in the context of changes dictated by the technological evolution or different social-economic and sanitary factors (i.e., the context generated by Covid19), the feeling of affiliation is strongly affected.
That is why we come and support organizations with certain programs setting up a culture of the team safety, where the objectives are clearly communicated and understood, where employees understand the significance of their work, and leaders have the capacity to make decisions and objectively evaluate the situations.
We encourage managers to create a balance between ensuring belonging along with a constructive stress to stimulate people involvementinvolvement. From a certain point, too much comfort from a friendly manager may negatively affect performance.
A correct onboarding strategy of the new employees brings benefits to the company, such as:
- Dropping the recruiting costs: the cost for losing an employee during the first year is estimated to be 3 times higher than his salary
- Increasing retention: new employees that passed a structured integration process have up to 58% more chances to remain in the company after 3 years
- Dropping the administrative cost of the employees’ onboarding process
- Facilitating access to relevant information, as employees are overwhelmed by high volume of information when entering a new company
- Reaching a higher level of performance sooner
- A higher level of responsibility of the employees due to the clarity of their role and objectives
You can directly contact us to discuss and understand your challenges regarding the succeessful recrtuitment for your company.