Top 5 Onboarding Solutions And How To Make Them Better
September 7th, 2017 • Onboarding
HR reps know too well that hiring someone is just the first step towards the dark abyss that is known as “onboarding”. Engagement, employee satisfaction, retention, assimilation, and efficiency are just a few of the many responsibilities linked to onboarding. But onboarding is a necessity every new hire should be led through, and the best way to do this is with well-planned HR onboarding solutions.
The employee onboarding system isn’t a one-step process that generates a play-by-play rulebook that every HR department can use. It’s different for every company, every hire, and every department.
Crafting Your Own HR Onboarding Solutions
Think of it as a puzzle: you get parts of a solution that add up to an entire system. These tailored practices become your own HR onboarding solutions and are designed to solve your problems.
Knowing which pieces to craft is part of understanding onboarding solutions. To shed some light on this, below are the top five practices any kind of company could use to bring new hires up to speed:
Throw A Formal Welcome
First-day jitters will always be a part of our lives no matter how experienced we become; in a new working environment, these nervous feelings are almost inevitable. To avoid this, a primary aspect of effective employee onboarding solutions is a proper introduction. Break down all the barriers separating the new hire from the rest of the team and quicken the transition from stranger to team member, in a setting outside of the workplace.
Formal welcomes usually come in the form of first-day orientation, where all the fresh hires are welcomed and introduced. This example of onboarding solutions can jumpstart the socialization process and is an opportunity for you to indoctrinate employees into the office’s culture, mission-vision, expectations, and work ethic.
Laying The Philosophical Groundwork
Another key practice in HR onboarding solutions is to immediately introduce the employee to the company philosophy. Does your company have a certain way of doing things, looking at things, understanding things? The goal is to synchronize the employee’s workflow into the company’s organic system.
A favorite creative exercise among HR reps is reimagining the company as a person. The goal of the employee, then, is to fit into the molds of that person, to be the company. Not only does this act as a fun activity for both the new hire and the team members around him or her, but it also allows them to visualize what the company stands for in ways that can be clearly understood.
HR departments aren’t the only ones who get peeved with developing onboarding solutions; onboarding can also feel abysmal to the employee. One method to brighten this experience on both sides is to create a mentorship program, turning the employee onboarding system into a sort of buddy system. A senior team member will act as a personal help-desk to the new hire. Questions and tasks can be intimately monitored by the mentor, giving the new hire a safety net for potential costly mistakes, which in turn creates more comfort on those first few days.
Personal training with a seasoned member will also boost performance and confidence. Mentorship is one of the best HR boarding solutions because it’s incredibly easy for those involved to track their progress and assess effectivity.
Design Operational Flowcharts
Time is of the essence when creating powerful HR onboarding solutions. One way to save time for both the HR team and the new recruit is by creating intuitive and easy-to-digest content in the form of operational flowcharts. Basically, simple visual aids.
These visual aids should be designed with one question in mind: how do I help an outsider become an insider? Flowcharts centered on key operations should readily provide applicable knowledge on processes, as well as information on department heads.
A criterion in creating a stand-alone flowchart should answer this primary question: can a new employee use this independently from other onboarding solutions? If the answer isn’t yes, start from scratch and design again.
Impose A Schedule
Anyone who says there’s no such thing as too much information has obviously never tried to design their own employee onboarding system. Unlike machines, people can’t be fed thousands of pieces of data and be expected to work without malfunctioning.
Creating a schedule is important in a system. Set a schedule for tasks, meetings, modules and classes in order to track the employee’s progress. Not only does this give the new employee insight on proper workflow habits and more understanding on how things are done in the office, it also offers the new hire constant opportunities for interaction without feeling like he or she is being crowded. By imposing a schedule you impose a routine, and only through routine can the new hire easily transition into a team member.
Taking HR Onboarding Solutions To The Next Level: Automation
There’s one weak spot to these five onboarding practices: it takes away time and resources. Good team members dedicate their time to putting the new ones up to speed and ultimately means one thing: less work done. And more and more companies are realizing this, the ultimate disadvantage to these practices.
But there’s an easy solution: automation. More companies are opting towards adopting automated onboarding solutions, shifting the tiresome onboarding responsibilities to platform-based, paperless, interactive softwares like KiSSFLOW.
With automated onboarding solutions, companies don’t have to worry about menial tasks and redundancy. Scheduling, task management, and mentorship can be done by a single software without taking away someone’s time. When it becomes too costly and time-consuming to get everyone on the same page, maybe it’s time to leave the page and go to the screen.