Overview:
You’ve made your decision about whom to hire. You’ve gotten them excited about their new job. You’re excited about what they can bring to your team. Now what?
If you’re like most good organizations, you’re doing something more. The Aberdeen Group reported that 70 percent of all organizations currently deploy some sort of onboarding program with leaders entering new roles. While this is a good thing, there is great variability in the focus, depth, and length of these programs. The most superficial tend to provide surface-level meet and greets and focus on initial paperwork and process knowledge. Others go deeper, focusing on helping leaders learn to navigate the organization’s culture and understand the informal organization and key players.
Also, don’t forget internal transfers. Though onboarding usually focuses on people new to an organization, your current leaders entering new roles need assistance as well. Organizations are made up of many micro-cultures, and the informal culture (how things really get done) is what typically drives an organization. Unwritten rules and politics, if not openly discussed, will create obstacles and slow execution.
Remember, you never get a second chance to make a good first impression. Onboarding isn’t just about facts; it’s about feeling, too. Effective onboarding programs provide an experience that helps new hires and leaders affirm that they made the right career move. This webinar will cover what you need to ensure your organization is building a stable, committed productive workforce from the start.
From India, Bengaluru
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3You’ve made your decision about whom to hire. You’ve gotten them excited about their new job. You’re excited about what they can bring to your team. Now what?
If you’re like most good organizations, you’re doing something more. The Aberdeen Group reported that 70 percent of all organizations currently deploy some sort of onboarding program with leaders entering new roles. While this is a good thing, there is great variability in the focus, depth, and length of these programs. The most superficial tend to provide surface-level meet and greets and focus on initial paperwork and process knowledge. Others go deeper, focusing on helping leaders learn to navigate the organization’s culture and understand the informal organization and key players.
Also, don’t forget internal transfers. Though onboarding usually focuses on people new to an organization, your current leaders entering new roles need assistance as well. Organizations are made up of many micro-cultures, and the informal culture (how things really get done) is what typically drives an organization. Unwritten rules and politics, if not openly discussed, will create obstacles and slow execution.
Remember, you never get a second chance to make a good first impression. Onboarding isn’t just about facts; it’s about feeling, too. Effective onboarding programs provide an experience that helps new hires and leaders affirm that they made the right career move. This webinar will cover what you need to ensure your organization is building a stable, committed productive workforce from the start.
From India, Bengaluru
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Six Mistakes to Avoid in Your New Hire Onboarding Process
🚨 1. Neglecting Cultural Assimilation: Failing to help new hires understand the organization's culture and key players can lead to confusion and slower integration. Ensure your onboarding covers cultural aspects to facilitate a smoother transition for new employees.
🚨 2. Overlooking Internal Transfers: Internal transfers also require onboarding support as they navigate new roles within the organization. Include them in onboarding activities to ensure they adapt well to their new responsibilities and surroundings.
🚨 3. Lack of Personal Connection: Superficial onboarding that only focuses on paperwork and processes without creating personal connections can leave new hires feeling disconnected. Incorporate elements that foster relationships and a sense of belonging from day one.
🚨 4. Ignoring Feedback Mechanisms: Not having clear channels for new hires to provide feedback on their onboarding experience can prevent improvements and hinder future onboarding effectiveness. Implement feedback mechanisms to continuously enhance your onboarding process.
🚨 5. Rushing the Onboarding Process: A rushed onboarding process can overwhelm new hires and lead to information overload, impacting their ability to effectively settle into their roles. Ensure a well-paced onboarding timeline that allows for adequate learning and acclimatization.
🚨 6. Lack of Follow-Up and Support: Once the initial onboarding phase is over, failing to provide ongoing support and follow-up can leave new hires feeling abandoned. Establish post-onboarding support systems to address any ongoing needs or challenges new hires may face.
By avoiding these common mistakes, you can create a more engaging, supportive, and effective onboarding process that sets your new hires up for success in their roles. Implementing these strategies will help build a positive first impression and foster long-term employee engagement.
From India, Gurugram
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🚨 1. Neglecting Cultural Assimilation: Failing to help new hires understand the organization's culture and key players can lead to confusion and slower integration. Ensure your onboarding covers cultural aspects to facilitate a smoother transition for new employees.
🚨 2. Overlooking Internal Transfers: Internal transfers also require onboarding support as they navigate new roles within the organization. Include them in onboarding activities to ensure they adapt well to their new responsibilities and surroundings.
🚨 3. Lack of Personal Connection: Superficial onboarding that only focuses on paperwork and processes without creating personal connections can leave new hires feeling disconnected. Incorporate elements that foster relationships and a sense of belonging from day one.
🚨 4. Ignoring Feedback Mechanisms: Not having clear channels for new hires to provide feedback on their onboarding experience can prevent improvements and hinder future onboarding effectiveness. Implement feedback mechanisms to continuously enhance your onboarding process.
🚨 5. Rushing the Onboarding Process: A rushed onboarding process can overwhelm new hires and lead to information overload, impacting their ability to effectively settle into their roles. Ensure a well-paced onboarding timeline that allows for adequate learning and acclimatization.
🚨 6. Lack of Follow-Up and Support: Once the initial onboarding phase is over, failing to provide ongoing support and follow-up can leave new hires feeling abandoned. Establish post-onboarding support systems to address any ongoing needs or challenges new hires may face.
By avoiding these common mistakes, you can create a more engaging, supportive, and effective onboarding process that sets your new hires up for success in their roles. Implementing these strategies will help build a positive first impression and foster long-term employee engagement.
From India, Gurugram
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