Seamless Onboarding Solutions: From Surviving to Thriving

You just got done with the onboarding process of a great new employee after doing multiple rounds of screening and interviews. You are hopeful that this new addition will be an asset to the organization, and you might even get a thank you email from your manager.

You are happy that this employee has joined the organization. But after a few days you see the employee standing near the coffee machine, alone, and she doesn’t look happy!

You approach her, you smiled, she smirked!

You already know that all new hires face multiple unknowns and are probably anxious about what lies ahead, who will be on their team, and what kind of culture they will they be working in.

Did you know that 93% of employers agree that the quality of the onboarding process influences candidates’ decisions to stay in an organization? An effective introduction is key to avoiding early communication barriers and enabling long-lasting relationships.

What do your new hires want?

Generally, new hires want to feel a part of the company as soon as possible. They start out with the intention of supporting your company’s vision, but unless they connect with the rest of the organization, they won’t.

In the age of digital onboarding some remote operations can prevent a new employee from developing a proper feel for the company.

The things that make a difference are:

1. Culture clarity
2. Clarity of expectations
3. Sense of belonging
4. Policies and other mandates

How To Help New Team Members Fit In

Immerse them into the culture and communicate their purpose in your company!

When this strategic initiative is crafted for a customized experience capable of addressing new hire hesitations, it becomes an excellent onboarding program. The efficient pre-onboarding, induction, and post-onboarding phases not only encourage new hires to explore the company further but also assist them to actively engage with the corporate vision and culture.

Before we dig in, a note—every organization will onboard differently. The key is to make sure that your unique onboarding process complements the company and provides opportunities to develop culture awareness. We recommend cognitive-friendly content for new hires.

Culture

A robust onboarding process starts even before an employee is hired. An engrossing organizational history that shows the growth phase in which new hires are joining, the organizational structure, and key team member involvement will help new hires settle into their positions.

An initiative such as multiple avatar options that introduce your organization virtually promotes diversity.

A virtual treasure hunt designed to explore hidden facts on culture, compliance, and policies involves the new hires and they learn sub-consciously.

Discussing key competencies and sharing other employee’s success stories encourages them to replicate crucial behaviors. It is always a good idea to highlight the most positive parts of your culture, such as, for example, your open-door policy.

Expectations

Providing new employees with clear expectations for their roles and responsibilities, key result areas (KRAs), required behaviors, and standard operating procedures will help them greatly.

Onboarding should have meaningful, engaging, and customized content linked to the employee’s KRAs. The content should suit all learning styles.

Impress your new hires with the best experience that utilizes custom content regarding location, department, profile, and desired workflow. This swiftly introduces them to your brand in a unique way.

Utilize microlearning as a best friend at work, which can help them access required information, so your new hires never feel lost. There can be tips on how to use technology, your platform, and any other information required to do their jobs.

It is also important to share emergency contact numbers, single point of contact details, and contact information for the key members of their team.

Sense of Belonging

Since a lot of information about the company is presented to new hires, regular two-way communication will help them feel they belong. Engaging interactions that communicate welcoming happen in great places to work.

Providing new hires with opportunities to interact with their teams, express themselves, and ask questions as well as making them feel valued will encourage them to want to contribute to the overall success of your organization. Things like chatbots, fun quizzes, flipped classes, and micro mobile content can be used for this purpose.

Introducing a multi-player activity in induction programs enables social learning and acts as a great relationship building platform for anyone joining your organization.

Policies and Other Mandates

Create an impactful introduction to company policies and guidelines for your new employees. It will not only make them want to adhere but also revisit the policies to stay compliant.

If new hires get inducted correctly, it will boost their morale. The principles and science of learning understand the knowledge, skill, and behaviour requirements of your employees. Utilizing this science in the best way to deliver a cognition-friendly onboarding experience is the need of the hour. Blend it to connect people with love and empathy.

Your new hires want to fit into your organization. Contact G-Cube today to make your new hire process the very best it can be.