What Is Onboarding?
Onboarding means the process of integrating a new hire into a company. Onboarding has two main purposes. First and foremost, cultural and social integration and relationship-building. Secondly, provision of all the information and skills necessary for becoming a productive member of the team.
Hence, the onboarding phase is essential to empower you in order to achieve the best possible performance in your new role. It will give you all the knowledge, skills, and confidence to shine in your new position.
Your onboarding can help define whether or not you will be successful and productive in the job — and whether or not you will actually feel invested in the company.
In other words, effective onboarding can convince you that you are in the right place at the right time. The more convinced you are that you made the right choice, the lower the risk of you seeking other opportunities. This also means that there is a lower risk for your company registering high new hire turnover rates.
Regardless of the industry in which you work, your level of experience and expertise, or your preferred workforce model, you deserve a good start in your new job journey. So, to achieve an effective onboarding process, there are a few key elements to consider:
Employee engagement can be defined as your level of emotional involvement and commitment to your working organization as well as its mission and goals.
Employee engagement is a fundamental new employee onboarding metric for any organization. The higher the level of engagement, the higher the business outcomes of the company. The global organizational consulting firm Korn Ferry highlights that organizations in the top quartile of engagement demonstrate revenue growth 2.5 times that of organizations in the bottom quartile. Moreover, revenue growth jumps to 4.5 times in companies where employees are also highly enabled.
Onboarding presents many social benefits for new employees, as social integration is a key component of a good onboarding process.
Your loyalty to an organization is dependent not just on the work itself and the benefits you obtain out of it, but also on the depth of social relationships established within the organization.
As employees, or even just as humans, we perform at our best when we feel safe and trusted by the people around us. Gallup even identified that employees who declare having a best friend at work are 35% more likely to report coworker commitment to quality.
Job Preparedness for Future Excellence
The Onboarding phase is essential to empower you to achieve the best possible performance in your new role. It will ensure Compliance, Clarification, Culture, and Connection (the 4 C’s of Onboarding). Thus, onboarding will give you all the knowledge, skills, and confidence to shine in your new position.
Moreover, although your company will have some predefined processes and targets for the onboarding phase, it is essential that there is room for you to express your needs and ask for supplementary support when needed. Unfortunately, only 52% of companies report being able to match specific onboarding practices to how much support the employee needs during the transition, according to HCI.
In order to be prepared for future excellence, you need to be self-aware of your journey. You need to understand the requirements for gaining productive independence.
Successful onboarding means keeping track of your progress. It also means having a structured framework based on milestones for achieving fast productivity in your job. These milestones have to be job specific. So, for example, a developer onboarding will not be 100% the same as a new manager onboarding.
If onboarding has made you feel engaged with your new workplace and confident regarding what you can contribute with, there is a very high chance that you are highly satisfied with your job.
Employees with an exceptional onboarding experience are 2.6 times as likely to be extremely satisfied with their place of work, according to HCI.
Additionally, Gallup identified that those employees who strongly agree that their onboarding process was exceptional are 3.3 times as likely to strongly agree that their job is as good, or better, than expected.