Onboarding for your company might seem like a straightforward process, but it can be quite tricky if you’re not familiar with what it really entails. We spoke to business owners about what’s important when it comes to onboarding, and what are some things you should avoid to ensure a smooth process.
John Gluch is the owner of The Gluch Group and they say it’s imperative to know the position’s requirements inside and out. “One of the bigger challenges I have witnessed when it comes to onboarding new employees is that the employer or hiring manager really doesn’t know the role that well. This can lead to a lot of confusion for the new hire, and also can mislead them. As a manager or founder, you need to know the details of each position you offer so you can adequately prepare someone to take on that role. If you don't, you are setting them up for failure.” So how can you get familiar with the job?
“It’s important to become familiar with all older and newer roles as a founder or manager. If you are responsible for the onboarding of new hires, make it a mission to learn about the position, and the other people who are currently in it. Shadow them for a day and take notes so you are better equipped to inform new employees.”
Matt Day, the owner of In Front Digital states that it’s also important to consider the process from the new hire’s point of view. “The onboarding process is often an overload of information. And when you receive too much information all at once, the chances of remembering it all is very slim. To avoid this knowledge dumping, it helps to extend the process. On average the onboarding process can take up to three months to complete as there are many forms, orientations and training that need to be completed. However, extending this process can actually lead to more employee satisfaction and the chances that they will retain the information they learn, much better.
Look into extending it from six months to a year, and have a better layout of how you want them to learn something. A lot of successful onboarding programs have the emphasis on practicing what you learn in real time, which is a lot better for your new hires to grasp the concept you want them to learn. This is also a great way to retain your employees and reduce the chances of them becoming overwhelmed and leaving early on.”
Turnover can be high if you have a sloppy onboarding approach, and it can lead to a lot more interviews and losing top talent. Something else that can make onboarding difficult for new employees is the lack of organization that goes into it. “A proper onboarding requires a lot of organization, and for all members of your team to be aware of what goes into it,” says Jonathan Phillips of inMotion Real Estate Media. “There needs to be a beginning, a middle and an end to the process so you can better assess how your employees are getting along, and so they are better prepared to fit comfortably into their new position. An effective onboarding also makes feedback a major part of the process, so you know exactly how the employee feels, and what they think might make it better.”
Phillips continues to say, “A lack of structure is a major downfall, and can easily happen when there is no clear direction or goals for your new employees. Having structure makes everyone’s roles clear and helps your new hires to end up with the right information and skills at the end of the process.”
Don Rees the founder of RealCraft implores that you should also be setting realistic goals with your new hires. “In the beginning of the onboarding process, you should be aware that not everyone is ready to dive into a complicated project. You don’t want to minimize a new employee’s confidence, as this can lead to loss of the employee and also make them resentful. It’s important to assign work tasks and projects that you both feel comfortable with being completed. Work with your new hires to come up with realistic goals and projects and check in with them often. This helps your new employees to get their feet wet and be more apt to take on tricker projects later on.”
Something else to take into consideration are the people you already have on your team who can provide mentorship opportunities. Kurtis Forster of Nu-Vista Premiere Realty says, “Look to your other team members to provide guidance and mentorship during the process of onboarding. Look at teaming your new hires up with other employees, even if they aren’t doing the same job. It helps to break the ice with their coworkers and they can get a better glimpse of how your company operates.”
The knowledge your employees can provide to new hires can go much further than knowing the basics of their job. It helps to create a connection and make the new employees feel welcome. It also provides them with some new skills or knowledge that will help them when it comes time to take on a bigger role.
