Organizations strategize hiring procedures and have great attraction strategies to hire highly professional and talented personnel to work for them. From fringe benefits to smooth interview procedures and follow-ups to grasp talents into their organizations.
Although these procedures are effective, without a proper onboarding program the employees will not stay for long. Despite their well-planned hiring practices, organizations lack and stumble upon them once new employees start their work. And so do the consequences follow as employees look for jobs within months or a year of joining. For those who choose to stay, disengagement isn’t uncommon.
Onboarding programs are vital in employee retention and engagement in work environments. Promoting proper work culture, and significant procedures to motivate new employees can have some long-term benefits.
What are the 5 biggest problems with the onboarding process?
Here are a few mistakes your organization might be making with the onboarding process for new employees:
1. Not Reaching out
It’s essential for new employees to socialize and know each member of the team, so for the problems faced, they could ask for help. A lack of communication from management and team members to welcome new employees and pass on the required information could affect the new employees with their performance.
Socializing is an important part of the onboarding process, which is not assigned to one individual. It’s a team effort and built-up to make new employees feel welcomed and help with the new work environment and how things work.
2. Short process
Employers want results and productivity from their new employees soon after their appointment; this leads to an overload of work and projects. It’s essential to understand that new employees require a longer period of time to reach their full potential to offer to the company. Work overloads will give them a setback, instead of front-foot.
Comparing their work progress with employees who have done the job for years, is yet another triggering point in employee confidence. Continuous follow-up checks, training opportunities, and experience while working can bring them to their best potential to contribute to your organization. Because onboarding is not orientation to wrap up in a day, it requires time and proper procedure.
3. Information Overload
To maintain productivity standards of the organization, employers often overload new employees with multiple assignments and un-required information which is not related to their roles and responsibilities.
Training new employees for different aspects to be productive in various departments can cost companies the employees. New Employees require a clear understanding of responsibilities and career growth.
4. Unclear vision
Most organizations lack at mapping out a clear career growth for their employees within the organization. A lack of clear vision and opportunities for growth and career development can disengage employees from their roles in the company.
Employees who see the future with the organization are more likely to stay longer and fully productive and engaged with their respective tasks.
5. Lack of expressing work culture
An organization can be as big as it could be, but work culture and ethics are core reasons for employee retention, and vice versa. An orientation of rules and workflow might not be enough to convince new employees.
Provide immersive experiences to let your newly hired employees understand your values.
Conclusion
New employees require accurate and complete information on their roles and responsibilities, and a map for their career growth within the organization. Referring to those needs and requirements can help your onboarding process to be effective.
