There are a number of activities performed by the people management business of the companies. From recruitment and selection to the dismissal interview. But undoubtedly, the onboarding of new employees is one of the most important tasks.
It is not a fad. In fact, it is a long-standing practice, but it has gained new contours and ensure increased operational efficiency of the entire business. It allows greater alignment of people, facilitates internal communication, improves the organizational climate and makes the newly hired part of the team.
We have gathered various information on the subject. In this post, you will understand what onboarding is, why it is so important and how to do it. So keep reading!
What is the onboarding of new employees?
Imagine your company as a big ship. There is the captain, the practical and the experienced sailors. But there are also sailors, those who have just come on board and who still need to be properly presented to the sea. In companies, these are the newly hired.
In this sense, the onboarding process consists of the integration of new talents, the “sailors” who joined the company and need to be properly presented.
You may think, “But was it just the name that changed?” Certainly not. The way to integrate people has changed over the years, and today, it is not enough to present the workmates and the immediate superior. We need to go deeper, tell the company’s history, its purpose and integrate talent into something really great.
Here, you have to remember: no company exists just to make a profit. It plays a greater role in society, in the environment, and in people’s lives. When new hires understand and commit to this purpose, they can deliver significantly larger and more aligned results.
You are the captain and the newly hired is the new sailor. He needs to know the tooling and practice, but not only that, must understand the purpose, the story and share the passion. If not, onboarding is not successful.
But why onboarding is so important?
A PwC study shows that professionals with a strong connection to the company’s purpose are up to 5.3 times more likely to stay in it. As no one hires an employee thinking of losing it in the short term – even because there are significant investments in hiring – there is the first benefit.
The well-done onboarding makes the talent understand the purpose of the company, keeping it for much longer in the work frame. However, there are several other benefits related. Check out some of the main ones.
Integration with the work team
Every team has an initial configuration and when it starts to change, especially with the entry of new professionals, it is possible that there are frictions and even resistance. In the same way, the newly hired person finds it difficult to adapt to the new team, after all, there are singular habits and beliefs.
The onboarding process facilitates integration for both parties, allowing the new employee to truly feel part of the team in less time. That is: integration that could last for months is done in just a few days or a week.
Strengthening organizational culture
In the book “What (Really!) Works”, by author William Joyce, studied 160 companies for 10 years and finds that the most successful have a solid organizational culture in common. However, we must remember that this culture must be transmitted to new contractors, otherwise, it will cease to exist over time.
The company culture is transmitted in the onboarding process when the employee comes to understand and embrace the values of the company as well as the daily priorities and beliefs that surround the business. In this way, it can act in tune with all of the company.
Increased daily productivity
New talents are hired to meet some productive demand. The company must produce or sell more, and for that, it needs a complete framework. The problem is that, newly hired people, because of lack of interaction with people and tasks, fail to deliver their best and produce what they really should.
Onboarding helps in familiarization. You can get to know the company, the culture, the processes, and the work colleagues. On the other hand, the new employee is able to act with excellence, guaranteeing an increase in daily productivity.
There are several other benefits, such as improving the working climate, eliminating parallel conversations, and aligning everyone in the search for results. For this reason, it is necessary to invest in the onboarding of new employees. Here’s how!
After all, how to do the onboarding in the company?
Firstly, there is no step by step process or magic formula, as some books and articles insist on selling. A lot depends on the insight of the HR manager and the immediate leader. However, there are some advisable practices.
Present the essence of the company
Good onboarding should begin with the presentation of the essence of the company, that is, the reason for all the work. This is the first contact of the professional with the company, so the ideal is to show what moves every one of the company and that should also move it in the coming years. Therefore, present the purpose of the organization.
At that point, the mission statement, vision, and values (MVV); company history; possible social policies and projects are really important. Introduce them!
Show key objectives and results
It may seem precocious, but from the beginning, every professional should understand the direction of the company. What are the key objectives and outcomes for the future? Without this, he will not truly know where he is entering. So show the current company results and what you want for the future.
Involve other employees and immediate leader
Onboarding should not depend solely and exclusively on the HR professional. It is necessary that other professionals, and especially the immediate leader, participate. So, take the time to delegate some tasks. Ask the leader to introduce the company’s facilities and hold a small meeting to introduce the new talent, for example.
Be present to answer questions
One thing is certain: the one who is entering has a huge amount of doubts. Some issues are basic and others are really complex. However, you must be available to respond. It’s of no use if you are just introducing the professional to the team and letting it turn around. It does not work.
Now, you are on the subject, understand what is onboarding of new employees and their importance. Take the time to put our tips into practice and ensure that new hires are integrated with agility and efficiency.
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