Why You Need to Revamp Your Employee Onboarding

Why You Need to Revamp Your Employee Onboarding

Employee Onboarding

If you’ve been onboarding employees the same way for the past couple of years, you may need some revamping. Although your process might be effective, that doesn’t mean you won’t benefit from switching a couple of things up. Dated employee training needs to be changed in order to keep it interesting for new employees. If you do it right, it can also lead to more engaged employees. Start onboarding your employees with an improved training process:

Out with the Old and In with the New!

This is a great time to exchange all the old onboarding plans, that are no longer applicable, with newer and more efficient ones. Each manager should clean out the old resources that are no longer used by current employees. Outdated resources can be confusing to new hires and disappointing if they spent time learning about them, just to find that they’re not used by current employees.

Your onboarding plan should include an employee orientation that answers any questions they may have prior to jumping into training. Use this opportunity to make it as simple and fun as possible. This is the time to motivate your new hires and get them excited about their new position. You should also express the company’s appreciation for having them join the team. Managers should continue having the same energy as they do during the orientation when they dive into training. This is the most stressful part of new hires and they could use the positive energy.

If you’re not sure where to start revamping, you should get feedback from current employees about their thoughts on their personal onboarding experience, this will help you determine what needs to be changed. Try sending out a survey to your team and consider having a group conversation following it. This will collectively gather your teams’ thoughts and perspectives’. Since group conversations also have the power to spark new ideas, your team might come up with some great ideas for you to include. If you weren’t initially inspired, this conversation might change that for you!

You should also welcome new employees with updated software, if it’s outdated, it could be limiting an effective onboarding. This is also an opportunity to slowly introduce more efficient ways of doing things in the company to order to find more qualified employees.

How and Why You Need to Revamp Your Employee Onboarding

Keep the Culture Fun

Another reason to revamp employee onboarding is to get new employees immersed in a new business culture. Onboarding is a great time to introduce the new employees to the culture and how things are done around the office. Showing them around the office and informing them about recurring events, such as weekly Friday lunches, should be one of the first things you discuss. This gives them a better idea of what to expect from working in this new environment.

Keep in mind they’re going to spend a lot of time training. Instead of always being in a conference room for this, it is important to take new employees to different hangout spots in the areas that are near the office. By switching up their training locations, you’ll give them new environments to learn in, instead of sticking to one office room. This can relieve some of the stress they’re going to experience during this process. Even on the employees first day, don’t be afraid to invite them to upcoming happy hours, so they are able to interact with current employees outside of the office. Getting to know current employees will make them more comfortable and welcomed into the office.

Track Progress

If your current onboarding process doesn’t track employee progress, this is a perfect time to introduce it. Keep track of the skills that your new hires apply with and note their growth during their first few months. As their manager, you should be aware of what their career goals are and what they hope to accomplish working at your company. Keep in mind all the different ways you can assist with their growth in the business. This can include online courses, networking events, and conferences. New employees will be appreciative of this when it comes time for their quarterly review. You’ll be able to provide them with plenty of feedback about their growth and where they still need improvement.

Tracking their progress will also determine the effectiveness of your onboarding plan and if you still need to make some adjustments. Try asking for feedback early on to promote the success of the new hire. “Tracking the new employees’ development both qualitatively and quantitatively is a great way to help measure their progress and see their own personal growth,” says Jeff Arnett, CEO of Arnett Credentials. “It will be a great time for employees to look back and reflect on the work they have done and to set new goals for themselves, moving forward.” After completing the onboarding program, new employees will have the chance to motivate themselves and keep the momentum going.

Mix Up Training

The best way to get your employees comfortable is by introducing them to other team members. An effective way to do this is by distributing the welcoming and training duties to different individuals. Alternate which employee shows the new hire the ropes, this will increase the chances of more successful onboarding. By having each employee teach something different, the new hire will get to know the employees and learn different ways of doing things. This removes the pressure of having one person conduct training and continues the excitement as the new hire will get to converse with diverse people within the organization. This helps managers spread onboarding duties to multiple people instead of one and gives current employees experience training new hires. Dividing the duties among a variety of experienced employees who have been with the company long-term will also give new hires different perspectives. This is a great way for the new employees to meet new people within the company.

Immediately introduce new employees to the rest of the company. New employees will feel as though they are part of the team and get introduced to the company culture. Without initially introducing them, they might feel awkward or singled out. This can also discourage them from asking questions to others around them since they’re unaware of their name or what they do. Introducing them as soon as possible will make them feel more comfortable being in a new work environment. It’s also helpful if they know each employee along with their position so they know who to direct their questions to. Then in the future, they won’t be completely lost when wondering who to ask for help. This also gives new employees the opportunity to look for a potential mentor.

Ask for Feedback

At the end of the onboarding process, it’s time to ask your new hires for feedback. Similar to getting feedback from your current employees when you initially started revamping, you can either provide a survey for them to complete or schedule a time to talk about their experience. It’s important to measure how prepared your employees feel taking strides on their own. It’s also a good idea to ask about their experience with your onboarding process including what they did and didn’t find useful. The company can then take the survey and suggestions into consideration when making improvements for when onboarding the next intake group. It’s crucial to do this early on while their experience is still fresh. By consistently receiving feedback after every employee goes through the onboard process and, your company will be able to continuously improve their hiring and onboarding process.

In Conclusion

Revamping the onboarding duties will keep it exciting for both managers, current employees, and new hires. This will ensure the onboarding process never becomes stagnant or dull. Onboarding employees with updated, relevant and accurate information will ensure success within their performance. This also has the opportunity to increase your new hire success rate and build a better work environment.

Author Bio

This guest blog was written by Emily Banks. She is a Bay Area Native who got tired of SF’s cold beaches and decided to move to San Diego. She is currently the editor for the HR section of 365 Business. When she is not typing away on her office keyboard, she can be found eating street tacos in the sunshine.

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Why You Need to Revamp Your Employee Onboarding