March 13th, 2019 • employee onboarding
Employee attrition has always been a major concern for organizations. Nearly 40% of employee turnover occurs in the first six months or less. Who’s fault is this? Should we blame HR for selecting flakey candidates who don’t understand the role? Is it the training team’s fault for not bringing them up to par? Or is it the fault of the managers for scaring away new hires?
But, there’s something even SMBs can do to retain their employees a lot longer: scale up the onboarding process using a great employee onboarding checklist. A great employee onboarding process has the power to retain 69% of new hires for at least 3 years. It can help the organization stem attrition and build a strong foundation of trust. So, a employee onboarding checklist that does the bare minimum to prepare your new hires doesn’t cut it.
You need something that will turn your new hires into loyal, long-time, productive employees for your organization. You need a great onboarding process that churns out superheroes who become torchbearers of your organization. Here’s how you can take your employee onboarding checklists to the next level.
In many startups and small businesses, the process flow tends to be quite simple. Most of the time, the entire process is handled by the same person. They scurry around with an onboarding checklist and try to manage all of the tasks manually. While onboarding checklists are useful, tracking each task manually is time-consuming and tedious.
At large enterprises, the entire employee onboarding cheklists can cover many departments and formal training seminars. The process flow tends to be quite complex with an array of checkpoints. When the dependency on human intervention is high, the room for errors also increases. If HR managers have to get work done by tracking the progress manually, every point in the process has the potential for errors, for data to vanish.
Every organization has its unique style of working. No matter how your company executes its employee onboarding, these broadly defined stages are most likely how things are done. They represent the most common path that onboarding a new employee takes.
You can think of these stages as a collection of tasks, usually carried out in a sequence that varies from company to company.
This takes place before onboarding even starts, and sometimes extends well into the bulk of the onboarding process. Representatives from admin, HR, and L&D, all schedule and plan out their meetings with the new joinee.
During their first week, you walk new joinees through workplace policies, help them with paperwork, and welcome them to the organization. Some tasks here may be carried out by an admin representative, and then L&D can take over, especially if the company uses complex workplace software/tools.
During integration, new employees meet their team. This is a two-part introduction, as they learn about the work they will be doing, as well as about the general culture/atmosphere within the organization.
Finally, new joinees go from fresh-faced newbie to settled-in employee. At this stage, they’ve started to build working relationships with teammates, and are prepared to contribute meaningfully to the organization’s short- and long-term goals.
Once the employee has been onboarded, engagement is key to their success. This is maintained by regular follow-ups conducted by their immediate superiors/mentors, as well as representatives from HR.
Onboarding is a human-centric process that demands a lot of time and energy, and technology goes a long way in facilitating it. Manual and repetitive tasks involved in the process can be automated to improve the experience and relieve stress for both employees and HR leaders alike.
Automation will seamlessly integrate the various stages of onboarding and enable effortless collaboration. HR managers can collaborate with stakeholders before releasing an employee’s offer, and an automated notification can be released to them all once when the employee accepts the offer.
In an automated employee onboarding template, HR managers have access to check the status of new hire documentation and verify whether the process follows the pre-defined onboarding workflow. Any delays or discrepancies will send automated notifications to all people involved. This added security ensures that the process is completed within the timeline and maintains the transparency throughout.
A good employee onboarding checklist plays a major role in deciding whether your new hire becomes a happy camper or a hiring horror story. KiSSFLOW will make your employee onboarding templates effective and easy. The ready-to-use onboarding app in KiSSFLOW will map the specific tasks of the employee onboarding checklist to the appropriate stakeholders, eliminate paperwork, save time, and make the onboarding experience memorable.
Organizations can automate all the crucial and time-sensitive aspects of onboarding with KiSSFLOW’s cloud-based onboarding software. Its easily-configurable workflow and pre-built templates (based on industry best-practices), accelerate the implementation of your onboarding strategy and ensure a consistent onboarding process across all channels.
Using KiSSFLOW, you can make your new hire’s first day memorable with a customized, orchestrated, and automated onboarding process.
Here’s how you can automate your employee onboarding checklists in 4 simple steps using KiSSFLOW.
Install the employee onboarding app to your account from the list of hr-apps pre-built in KiSSFLOW and then you can customize the onboarding checklist, fields, and tasks in the workflow to your needs.
Once the employee onboarding app is installed, you can start a new onboarding in a single click. New hires enter their details ONE TIME, and all departments can all use the same data to complete their systems and tasks. No more paper onboarding checklists or templates.
HR can review information, validate details, and approve data as it goes from department to department. Everyone stays in the loop and the HR team can monitor the progress of employee onboarding process.
Instead of a marathon of paper forms, departments use existing data to ensure new hires are connected to your systems and have all the tools they need such as email accounts, access keys, and direct deposit details.
Take your onboarding process to the next level with KiSSFLOW. Sign up today for a new trial.
* - Enterprise plans are calculated based on the expected volume of transaction and the maximum number of users