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how to improve onboarding process

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How to improve onboarding process

In this article we have compiled a list of the various strategies on how to make onboarding more efficient.

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how to improve onboarding process

How to improve onboarding process

Hiring the right talent can be challenging for HR professionals. It is the responsibility of HR to make sure that new hires feel valued. An efficient onboarding program will be highly helpful in this regard therefore it is important to understand how to improve onboarding process. 

The purpose is to make new hires feel comfortable by making them familiar with the culture, expectations, and goals of the company. This transition will help them in becoming efficient contributors to the organization.

Here are the contents of this article:

In this article we have compiled a list of the various strategies on how to improve onboarding process.

Building pillars of onboarding

how to improve onboarding process

Dr. Talya Bauer from the Society of Human Resource Management has suggested four distinct levels of onboarding.

These are generally known as “Four Cs”:

  • Compliance: The new hire should have a clear idea about the rules and regulations which he needs to comply with.
  • Clarification: It refers to making sure that new hire understands job expectations.
  • Culture: The onboarding process should provide the new hire with the knowledge of culture and norms of the company.
  • Connections:  It refers to helping new hires establish a valuable information network.

These are the building blocks of how to make onboarding more effective. With the help of these pillars onboarding strategies, goals and measures must be drafted. This investment in planning will guarantee smooth execution of the onboarding process.

Creating an onboarding team

onboarding team

Planning, execution, and monitoring of the onboarding process is not one person’s task. Therefore, a team for onboarding should be created consisting of onboarding manager, specialist, and executives.

This team will be responsible for the following tasks:

  1. This team will determine the onboarding goals, objectives, strategies, and processes.
  2. They will ensure that the onboarding process is organized and streamlined.  
  3. They shall create onboarding policies, perform paperwork, welcome and assist new hires, facilitate tours, provide a presentation about rules regulations, and culture, and help in building interpersonal networks
  4. This team will ensure smooth implementation of the process and makes sure that the pre-determined goals and objectives are met.

The sole purpose of the creation of a team is to improve the new employee experience at work. It will positively impact their sense of commitment which will lead to high employee performance.

Turning to technology

how to improve onboarding process

Technology has and continues to aid civilization in many ways. It improves time, efficiency, and cost and enhances communication. An onboarding specialist team has to start the process before the new hires join. Here onboarding software can be utilized.

The system can manage the documentation, payroll, and progress of the process. The software can create “meet the team” sessions, use gamification, and video simulation to get the new hire familiar with the organization.

You will find a good example on Efectio.com digital onboarding. As Efectio team says, a successful onboarding procedure may develop business culture while saving time and boosting productivity. To save time and money, Efectio offers automatic onboarding strategies with ready-to-use settings.

Pairing with a mentor

new work mentor

There is always a possibility that the new hire may feel uncomfortable asking coworkers and their managers for help. For this purpose, it will be very effective to pair a new hire with a mentor. Surveys shows that even after onboarding, 70% of the new employees feel unprepared for the new role.

Mentors assist new hires in immediately feeling like a valued member of the team. They will serve as a friend and be in charge of responding to any inquiries about the position and the company.

They will connect the new employee with other employees in the organization and support an effortless transition into his position.

Building a career development plan

carreer development

Statistics show that 34% of employees say that a lack of career opportunities made them leave their jobs. The first six months of new hires are the most crucial period as they might start to look for opportunities if they don’t feel appreciated in the organization.

Building a career development plan will be helpful in this regard. It improves employee satisfaction, increases retention, and enriches the organization’s culture. New hires will feel high appreciation and motivation if they receive such a plan on the first day of their job.

This plan will have a list of short- and long-term goals and opportunities to achieve innovative experiences. It can help in setting clear expectations between the new hire and the manager. 

Asking for feedback

how to improve onboarding process

Feedbacks are valuable information which can used for effective decision making. At the end of each onboarding process, human resources should ask for feedback and continuously look for improvements in their onboarding process.

Our business environments are getting more creative and advanced day by day. Organizations cannot create one process and then stick to it for many years. They must continuously update their processes according to the current changes as required.

It will help in keeping them aligned with goals and strategies. A confidential employee survey will help in gathering honest feedback. This survey is perfect for new hires, managers and onboarding teams as needed. 

Conclusion

The implementation of the above strategies will ensure efficient onboarding. The successful application of the process will further lead to high employee engagement, productivity and help in building the confidence of new hires that shall be retained for many years.

A survey by Workable in 2020 states that with the rise of remote & hybrid work, onboarding has become more challenging than ever. Organizations must work and invest in retaining their key talents.

A strong onboarding can lead to accomplishing a competitive advantage. This advantage will further guide towards organizational success. Therefore knowing how to improve onboarding process is more important than ever.

Check out our related articles on this topic – What is a company culture and Google company culture values.

Google company culture values

Google company culture values

Google is one of the biggest companies in the whole world with over 100’000 employees worldwide. With such a huge company comes responsibility for creating a workspace that allows all of your employees to be productive while loving their job. Google company culture values have a huge role in that.

We wrote more on what it is in the article What is a company culture. Check it out first in order to fully understand our today’s article down below.

In this article we have researched the main Google company culture values that create the work environment at Google the way it is.  

Inspires creativity 

While Google is one of the biggest tech companies in the world, you might think that there is no place for creativity. In that you would be absolutely wrong. In order to create something innovative, which Google loves the approach for, you need to open up your creativity.

Google believes that a happier employee is more creative and productive. As a result, Google strives to create an environment in which employees have the freedom to foster their creativity, whether by contributing novel solutions to the same problems or simply by the way they work.

A common goal and mission 

A team is created where there is a common goal and mission to achieve. Every company should set their goals clearly to the employees. That way everybody knows what they’re working for and the common goal makes them feel like team players. 

Google’s company culture is based on a simple and direct mission: ‘To organize the world’s information and make it universally accessible and useful.’ With such a mission, the team contributes to Google’s prominent company culture.

Google company culture values

Open communication 

Clearly communication is one of the most important parts of any company culture. In order for so many employees to be equally informed there has to be a strong communication system in which everybody feels a part of. 

Google has a flat organizational structure that encourages all Google employees to express their thoughts and opinions. A company structure like this allows for communication between teams of any level. Everybody feels like they can share their ideas and concerns. 

This means that lower-level employees can directly share their concerns or opinions with the CEO without interference from their managers.

Mentoring program

Google has an amazing mentoring program that helps every new Google employee to settle into the workspace. Firstly the newbies of Google are called Nooglers. Then there follows an onboarding process which can last up to 90 days. More on that check out the article What is Google onboarding process like.

Google encourages their employee mobility so that each employee can improve their weaknesses and strengths. The idea is to offer most employees the exact job they want and then assist them with the transition.

google benefits

Employee happiness at workspace

Google employs people whose sole goal is to keep their team of employees happy and productive. As a result, they provide an abundance of employee benefits and perks. Those can be free health and dental care, nap pods, hybrid car subsidies, video games, on-site physicians, swimming pools, ping pong, adult playground, organic chef-prepared meals, and free meals.

Google offices are a fun place to work that does not feel like any other workplace. This becomes difficult to achieve when employees work long days and even on weekends.

However, the Google company has succeeded in creating an enjoyable and creative workplace by providing employees with freedom, flexibility, free food, and other benefits. It leads with innovation and data, resulting in the ideal work-life balance.

Now you know a little bit more on Google company culture values.

company culture

What is a company culture

Where there are people – there is culture. The same applies to companies, small or big, they all have a certain culture. A good company has the responsibility to ensure a good company culture for their employees to work in. To understand what it means, it is important to realize what company culture is.

Company culture is a system of workers values, beliefs, norms and traditions that determine internal communication and organizational stereotypes regarding all issues related to the company.

In this article let’s find out together what is a company culture and what it means to have a good one. 

Organizational culture – meaning

In academical language company is replaced with organization, therefore it is more often referred as the organizational culture. 

Every company’s goal is to achieve a good working environment which will lead to great results. Organizational culture expresses collective professional preparation and social integration in the process of achieving these said common goals. 

company culture definition

According to Stefan Robbins, organizational culture is a synthesis of values, knowledge and practical actions. 

He considers the main characteristics of the organization to be the following.

  • Individual autonomy – the level of responsibility of employees, their independence and opportunities for initiative;
  • Activity structuring – level of work process regulation;
  • Support – to what extent managers of different levels support the efforts of their employees and what are their mutual relations;
  • Identification – to what extent employees identify themselves with the specific organization, how involved and motivated they are in achieving goals;
  • Wage – to what extent the results of employees are rewarded and stimulated;
  • Conflicts – how often there are conflicts in the organization between employees, with managers, what is the attitude towards different opinions and beliefs;
  • Degree of risk – in what way employees are stimulated to be innovative, persistent.

Typically, large organizations have a core or dominant culture and several subcultures. 

The dominant company culture is the values that are accepted by the majority of employees in an organization. When we talk about organizational culture, we think about the dominant culture. 

On the other hand, subcultures arise within various structural units and branches in the company. In large companies, the interaction of the dominant culture and subcultures can cause problems, so they need special attention.

company culture

4 main types of company culture by Schein

Another division is offered by one of the brightest authors of organizational culture theory – Edgar Schein. He distinguishes four dominant types of organizational cultures.

1. The culture of power

In this first type of culture the leadership skills are a value, entrepreneurship and certainty are desirable norms of behavior. In the implementation of changes, managers take the initiative and responsibility, employees are in the role of followers. 

Usually those employees who are close to management and are their favorites become managers. Ordinary employees who have not earned the trust of managers, only have to fulfill their duties

2. Role culture

Power and influence are shared by the leader and various forms of bureaucratic expression. The work environment is stable, everybody knows the procedures and thy rarely change. 

Such organizations have a very calm, even sleepy working atmosphere.

3. A culture of achievement

The main value is inspiration and success. Only high achieving employees are recognized. There is a high competitive spirit, and there may be weak teamwork. 

The work environment is “stressful”, managers’ requirements for work performance standards and procedures are variable. People generally can feel depressed in this kind of company culture.

4. Support culture

The main values are solidarity and social support, teamwork prevails. Employees trust each other and the management, mutually explain work tasks and support each other in achieving results.

Organizational culture exists for two reasons. The first is improving quality and increasing flexibility, while the second is realizing that the main driving force of the organization is the staff.

Hopefully now you know a little more about company culture. To find out even more, check out an article on onboarding to learn how important the process of that is – How to communicate Company Culture to New Employee.

Also check out more from our tips category such as articles Pros and cons of electric scooters and Challenge yourself to drink more water.