As individuals who have gone though employee onboarding, what are your thoughts on it? Was the employment onboarding a fruitful one? Did you and your employer have a productive two-way communication addressing relevant topics? Are your expectations, interests, goals addressed?
Likewise, as employers who initiated employee onboarding, was it effective in integrating employees to their new role? Was it difficult to communicate the organisation’s vision to the new employee? Did you manage to establish a common ground?
If this whole employee onboarding thing seems complicated and daunting, do not fret.
This article provides useful advice on how to start new employees on the right note for your organisation.
Let us strive together and aim for fruitful employee onboardings!
Employee Onboarding is important as it aids new employees assimilate to their new position, organisational culture and environment. It is necessary to make organisational information available and ensure that new employees are well informed. This can help employees uncover additional doubts, concerns and expectations. Consequently, that they can then address and clarify them.
Information to be shared for a smooth Employee Onboarding – Recommended by AYP , leading executive search firm
Culture involves the common assumptions, beliefs, values, traditions and norm that define a group of people. To further illustrate, consider culture as the “identity” of the organisation which develops as individuals communicate with one another. There are various types of corporate culture such as clan culture, adhocracy culture, market culture, hierarchy culture, etc. Organisation cultures are dynamic. It changes as individuals enter and exit. Additionally, only a handful of people possess a larger sphere of influence and are able to engender greater impacts on an organisation’s culture. Moreover, the understanding of the organisation’s culture varies according to their past experiences.
It is critical for new employees to understand the strategies, goals and priorities of the organisation. Communicating visions to new employees is an effective way of engaging employees with the organisation’s goals and interests. This aligns their personal goals with business strategies. Moreover, employees are able to feel more connected and valued in the organisation. Finally, new employees can understand how their respective roles contributes to the organisational success during employee onboarding.
The crux of employee onboarding is to identify performance expectations. Clarifying expectations, setting clear goals and challenging objectives are very important. This give rise to effective evaluations and feedback. Besides, new employees are always eager to know what is expected of them and how their performance will be assessed.
New employees who work in a group require a complete understanding of the group’s roles, responsibilities and standards. A group of people that have a shared mental model cooperates and performs better. Ideally, each team member should be cognizant of a few vital areas. That is, their roles, the leader, the inter-dependencies, and the method of communication. This significantly reduces the time spent on resolving conflicts and redundancies. In view of this, it is necessary for new employees to establish this shared understanding with the team during employee onboarding.
Effective communication is fundamental for organisational victory. Tragically, communication can experience frequent breakdown due to a number of elements (e.g., deficiency of time, social contrasts, misconceptions). Communication breakdowns can bring about erroneous decisions and strained workplace relations. The manager should share with the employees effective ways of communication to ensure a more streamlined approach. In addition, the manager can also advise on how to minimise miscommunications that can arise under stressful conditions.
Understanding employee motivation for a smooth onboarding process is essential for numerous reasons. When employees feels valued in the organisation, job satisfaction and employee engagement increases. Hence, they are likely to stick with the organisation for the long haul. In light of the fact that distinctive individuals are simultaneously influenced by various things, it is paramount to have in-depth discussions and discover what each employee values. For example, what may be perceived as a reward to one individual can be viewed as a correctional measure to another. Subsequently, it is important to find out what serves as a motivation or incentive for the new employee.