Onboarding is a critical process for any organization. It’s a time when new hires get their first taste of the company culture, expectations, and how they will fit into the team. A well-planned onboarding day can set the tone for a successful tenure with the company.
Evaluating and improving your onboarding process is a critical step in ensuring that your new hires have a positive experience and feel confident in their roles. Here are some steps you can take to evaluate and improve your onboarding:
One of the most effective ways to evaluate your onboarding is to ask new hires for feedback. You can do this through a survey, focus group, or one-on-one interviews. Ask about their overall experience, what they found most helpful, and what could be improved. Use this feedback to identify areas where you can improve your onboarding and make adjustments accordingly.
Another way to evaluate your onboarding is to review metrics related to new hire performance and retention. Look at metrics such as time-to-productivity, turnover rates, and job satisfaction to see if there are any correlations between your onboarding process and these metrics. For example, if you notice that new employees who complete a particular onboarding activity are more likely to stay with the company long-term, you may want to expand that activity to all new hires.
Take a critical look at the content of your onboarding program. Are there any areas that could be improved or expanded upon? Is the information presented in a clear and concise manner? Are the activities engaging and effective? Consider bringing in a consultant or an expert in onboarding to review your content and provide suggestions for improvement.
Based on the feedback and data you’ve collected, update and improve your onboarding process. This may involve tweaking certain activities or expanding on certain topics. You may also need to update your materials and resources to ensure they are up-to-date and relevant.
Onboarding is not a one-time event but an ongoing process. Continuously monitor and evaluate your onboarding process and make adjustments as needed. This may involve incorporating new technologies or changing the way certain activities are conducted. By continuously monitoring and improving your onboarding, you can ensure that your new hires have a positive experience and feel confident in their roles.
Once you’ve evaluated your onboarding strategy, it’s time to take steps to improve the process. Start with these five steps:
Before planning your onboarding day, it’s essential to define your objectives. While that may sound obvious, many organizations actually jump into onboarding without asking some essential questions, therefore missing the important aspect of intentionality.
In short, your objectives will guide the planning process and ensure that your new hire onboarding meets the needs of your company and new employees.
Examples objectives are:
Once you define your objectives, you need to roughly plan the agenda to understand the other stakeholders involved. Ideally, your agenda will include activities that align with the objectives and provide a mix of information, interaction, and fun.
Here’s an example of a possible agenda:
8:30 – 9:00 AM: Welcome and Introduction
9:00 – 10:00 AM: Company Overview
10:00 – 10:15 AM: Break
10:15 – 11:00 AM: Policies and Procedures
11:00 – 12:00 PM: Departmental Introductions
12:00 – 1:00 PM: Lunch
1:00 – 2:00 PM: Skill Development
2:00 – 2:15 PM: Break
2:15 – 3:15 PM: Team Building
3:15 – 4:00 PM: Q&A and Wrap-up
To ensure a smooth onboarding day, it’s essential to assign roles and responsibilities to the appropriate team members. For example, the People team may be responsible for introducing the company culture and policies, while the department managers may lead the departmental introductions. Assigning roles and responsibilities ensures that everyone knows what they need to do and when they need to do it.
Your onboarding day will require a range of materials and resources, such as presentations, handouts, and activities. Prepare these materials in advance to ensure they are ready and available that day. You may also want to consider creating a welcome package for each new hire, which could include company swag, the employee handbook, and any other relevant resources.
We get it – designing a strong onboarding experience can be overwhelming. Read how Adriana Roche transformed MURAL’s onboarding process into an engaging and supporting experience for all.Get the tips
Sign up for a free demo today.