In this blog series, we introduced three new, forward-thinking strategies designed to revamp – and revitalize – your onboarding process in this thing we call our “new normal.” As a direct result of COVID-19’s impact on onboarding, the importance of getting this “new onboarding” right is more paramount than ever.
That’s precisely why our passionate team of HR experts and practitioners engineered these tactical steps to transform your onboarding and take it from underwhelming to unforgettable:
But we’re Click Boarding, and we couldn’t stop there. Why? Because you have to have an action plan in place, and we can help.
How to dive in, head first, with your Is wide open!
At the risk of sounding redundant, your employees expect more from you and your organization now; we know this as fact. Do not waste this limited window of opportunity to be truly authentic, empathetic and intentional with your new hires! It has to start at Day 0 and continue throughout their tenure at your organization.
Read this part carefully: It will make or break their long-term success and – ultimately have a significant impact on your retention statistics.
Our panel of industry experts echoed this throughout our webinar at the HR Tech Symposium earlier this fall. 12 Geniuses founder Don MacPherson says that “one of the top goals in onboarding a new employee is to accelerate them to performance. Help them move from day 1 to peak productivity.” MacPherson adds that the next step is to establish and build loyalty with the new employee for long-term, continued success.
Jess Von Bank, global community leader and Head of Marketing at Leapgen, had a similar point of view. “We often fall short in onboarding because we see it as a compliance process. Instead, we should adjust our viewpoint to see onboarding as an investment opportunity to build an employee relationship.” She stresses that as HR professionals, we can deliver by fostering a seamless experience that puts the employee first. Not only will it impress new hires; you’ll be investing in their long-term success and inspiring them to reach new heights.
Creating your new onboarding process: there’s no time like the present!
First things first: take a deep breath. The information and data we covered was extensive and intense, so give it a little time to sink in and absorb. Remember: this is not about starting over from scratch or reinventing the wheel. It’s about taking the things that are working for you today, mixing in the tips and advice we’ve provided and forging ahead from there.
We recommend auditing your current onboarding program as you begin your journey to extraordinary onboarding. Be sure to ask the right questions:
- Which aspects of our onboarding process are working today? Which are not working?
- What’s required due to regulations?
- Which parts of your onboarding process generally receive positive feedback?
Have you considered hosting a virtual focus group with your recent new hires? In open, candid discussion like these, you’ll hear firsthand how their experience went…the good, the bad and the ugly. Feedback is golden, so listen up! The input you receive will help refine your new onboarding process even further.
For a more tactical approach, we recommend mapping out your current onboarding process. The next step would be to define and establish your goals. Then collaborate with your team to construct your organization’s new onboarding approach. Integrate new hire feedback to discover what it will take to achieve the best first day ever.