If done the right way, onboarding is a great opportunity to\nprepare your new employees with the training they\u2019ll need to complete their\nupcoming tasks. However, when done poorly, like a bit of paperwork, tour around\nthe workplace, and quick handshakes with some team members, then a bad\nonboarding experience can lead to the new person hating their job and begin\nsearching online for something else within the first few months. If you want to\ngive any newbie the chance to thrive and be happy in your workplace, then make\nsure you avoid all of these typical onboarding errors!<\/p>\n\n\n\n
During the interview process, there is understandably a lot\nof back and forth between the applicant and the company. However, once they\ngladly accept the role and it\u2019s potentially another two or three months before\nthey start the job, then conversation essentially dries up. To ensure that\nrecruits don\u2019t start getting paranoid, a welcoming email 1 or 2 weeks before\nthe starting date is a nice gesture. Tell them exactly where and when to show\nup, what the first day could look like, a dress code, as well as some forms\nthat they could either send back electronically or print out themselves and\nreturn on day 1.<\/p>\n\n\n\n
\u201cWinging it\u201d is a little reckless when it comes to the\ntraining of a new employee. When there\u2019s a clear plan of what each day will\nentail, who will be doing the training, and what things have been covered along\nthe way, then things run smoothly. If there\u2019s any debate over what the recruit\nhas learned, then things might be forgotten, and the onboarding is very\ninconsistent. The HR team and the newbie\u2019s manager need to monitor every step\nof the way, as some companies onboard their employees for several months.\nOnboarding software tools are readily available these days and can help your\ncompany to coordinate everything and ensure the training is running smoothly at\nall times.<\/p>\n\n\n\n
Starting a new job is nerve-wracking enough as it is, but\nwhat\u2019s even worse is when the company itself doesn\u2019t exactly roll out the\nwelcome mat. If there\u2019s no team lunch and the recruit barely even knows who\u2019s\nwho at the workplace after the first day, then the onboarding process is off to\na bad start. Assigning a \u201cbuddy\u201d to the recruit might feel a bit like school,\nbut it does help inclusivity and becoming a part of the company. No one wants\nto be isolated at work, so ensure that every new employee receives a heartfelt\nand warm introduction.<\/p>\n\n\n\n
Every new employee should be given a chance to speak their\nminds about how they feel the onboarding process is going during a feedback\nsession. This can be done with a member of the HR team or even the manager\nresponsible for the employee. But either way, a follow-up discussion needs to\noccur at least two weeks and yet again after a month. This discussion not only\nbenefits the employee, who gets to ask burning questions that might be on their\nmind. But the company gets to see how good or bad their onboarding process is\nprecise. Recruits would be dying to know how they\u2019ve performed in the first\nmonth, so it\u2019s also an opportunity to provide feedback on their progress.<\/p>\n","protected":false},"excerpt":{"rendered":"
If done the right way, onboarding is a great opportunity to prepare your new employees with the training they\u2019ll need to complete their upcoming tasks. However, when done poorly, like a bit of paperwork, tour around the workplace, and quick handshakes with some team members, then a bad onboarding experience can lead to the new person hating their job and begin searching online for something else within the first few months. If you want to give any newbie the chance to thrive and be happy in your workplace, then make sure you avoid all of these typical onboarding errors! Stop […]<\/p>\n