What is Onboarding?
Jan 19, 2023 • 12 min read
The employee onboarding process is where new hires are introduced to the organization, learn about the company culture, and become familiar with the systems and processes used within the workplace. Onboarding programs help new hires feel welcomed and comfortable in their role, while also ensuring a smooth transition into the workforce. This is usually overseen by the human resources team and involves an overview of company policies.
The benefits of an effective onboarding program include increased job satisfaction, employee engagement, better turnover rates, productivity, and overall organizational success. In fact, according to Gallup research, companies that invest in an effective onboarding program see up to a 50% increase in employee satisfaction over those that do not.
You’ll learn:
- Onboarding definition
- The Importance Of Building Trust
- How has onboarding changed during the pandemic?
- How long does it typically take?
- Are onboarding and training the same thing?
- BEST PRACTICES, PART 1: Before Day 1
- BEST PRACTICES, PART 2: Day 1 & beyond
- Is there a connection between onboarding and employee retention rates?
- Has the pandemic changed the importance of employee retention?
- Why a great onboarding program is urgent, especially now
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Onboarding definition
What does it mean to “onboard” someone? For some people, the onboarding process might just mean getting them up to speed on the basics of how things work around here. But there’s another way to look at it: Onboarding is an important step toward creating a trusting relationship between you and your new hire. In fact, according to Gallup research, companies that spend less time on onboarding tend to see lower levels of employee satisfaction, and those that invest in onboarding report higher rates of employee loyalty as well as more proactive behaviors. Onboarding software can be a huge help in the process and can prevent the need for additional resources! So whether you’re looking to build a strong foundation for your new hire or simply want to make sure everyone knows where everything is, we’ve got some tips to help you out.
The Importance Of Building Trust
Trust is one of the most critical elements of any successful workplace. When you don’t know someone well enough to feel comfortable sharing information, you run the risk of being taken advantage of. And while it’s true that every person has something to hide, most people aren’t trying to take advantage of others; they simply haven’t built the necessary relationships to do so. If you want to foster a culture of honesty and transparency, start by making sure that your employees understand each other’s strengths and weaknesses. Then, once you’ve established a solid base of mutual respect, you’ll find that they’re much more likely to open up and share information and will be more effective employees.
So how exactly do you go about building trust? Well, there are two key steps:
1. Get To Know Them
Onboarding has major effects on newcomer adjustment in organizations. Before you even begin to think about bringing anyone onto your team, you need to figure out what makes them tick. What motivates them? What challenges do they face? How do they like to learn? Once you have a good idea of what drives them, you can use that knowledge to develop a strategy for helping them succeed. This helps ensure that your new hire feels valued, respected, and appreciated — and that they’ll come to you when they need support. Feeling valued can be a game-changer for employee attitudes and employee efforts. You can even have an informal company social on their first day so everyone can say hi to the new hire and do a few fun ice-breakers!
2. Set Expectations
Company expectations should be outlined clearly in the employee handbook. You can go through this during employee orientation and this is integral to the overall onboarding process. During this onboarding process, you should also be clear about the expected days of employment, company mission, and corporate culture. Your new teammate should understand company norms, the organizational culture and company standards.
How has onboarding changed during the pandemic?
New-hire onboarding is one of those things you hear about every day — it’s how new employees become part of a team. But what happens when everyone’s working remotely? How do you make sure new hires feel welcomed into the fold? How do you begin a formal orientation program? And how does that process differ depending on whether you’re hiring someone full-time or contract work?
In today’s world, we’ve seen firsthand just how important it is to keep people feeling comfortable and supported throughout the onboarding process. We talked to experts across industries to find out how they’re doing it. Here’s what they told us:
1. Hire remote workers
Companies like Uber, Facebook, and Airbnb have been able to successfully onboard new hires without having them physically meet face-to-face. This is because they’ve hired remote workers. They know that the best way to build trust with new and current employees is to give people space to grow and learn together.
2. Be transparent
When you’re trying to recruit remote workers, transparency is key. You want to make sure that you’re being clear about what you’re looking for, and why you’re interested in them. If you’re offering a job that requires travel, tell potential candidates upfront. You don’t want to surprise anyone later.
3. Make sure there’s room for growth
How long does it typically take?
Employee onboarding is a critical component of every employee experience. Remote onboarding not only sets clear expectations of employees and cultivates social relationships in your team but it also familiarizes new hires with your corporate culture. It can be a rapid onboarding program if done correctly. In fact, according to Gallup, 70% of employees say that good onboarding is one of the most important factors in determining whether they remain loyal to a company. A positive experience with a company’s onboarding process can significantly decrease turnover rates. Unfortunately, many companies are missing out on this opportunity because they don’t know how long it takes to complete the process.
This infographic breaks down the typical length of time it takes to onboard a new hire, based on data collected from over 2,500 organizations across multiple industries. We’ve included tips to help you shorten your onboarding timeline while still providing a great experience.
DigiWorks is a platform that connects business owners with talent from emerging countries. The upside to this is that the pre-vetted and assessed talent is not only super qualified and capable but also available at a fraction of the cost of the US minimum wage. The different time zones also allow them to work flexible hours and they are able to cover whatever peak times your business and team need coverage. DigiWorks won’t just connect you with the talent but will also handle the entire hiring, onboarding, and payroll process!
Are onboarding and training the same thing?
Executive onboarding is the broadest definition of what happens within the first 90 days of an employee joining a company. Training is the specific actions that happen during those 90 days. Both training and onboarding serve different purposes. However, both are equally important, and neither one should be ignored. Onboarding is the first step to creating solid relationships between employees and and encouraging healthy social relationships within your organization.
The difference between onboarding and training is that training focuses on the skills needed to perform job duties while onboarding focuses on getting employees up to speed with the culture of the organization. For example, you might want to explain how things work around here, provide information about benefits and perks, and answer questions about the company’s mission and values. This type of training is usually done through formal classes, workshops, online courses, and informal conversations. You don’t necessarily need to spend money on training, but it does help.
Onboarding is similar to training, except it takes place over a shorter period of time. Typically, onboarding lasts anywhere from 30 minutes to three months. During this time, you’ll introduce yourself, talk about the role, and give some basic instructions. You’ll probably start off by explaining the basics of the job, such as where people sit and what tools are used. Then you’ll move into more detailed explanations, including how to use software, procedures, and processes.
BEST PRACTICES, PART 1: Before Day 1
New employees often find themselves overwhelmed by the amount of information they receive during their initial orientation period. We’re going to discuss some best practices and tips to make the transition easier. The process should highlight company standards and prioritize the socialization of newcomers.
BEST PRACTICES, PART 2: Day 1 & beyond
You’ve just hired a brand new employee. You want to make sure he or she feels welcome and comfortable from the very start. But how do you do it? What are some best practices for making sure your new hire gets off to a great start? We asked our experts. Here are their suggestions.
1. Be there for your new hire.
Your new hire needs someone to talk to. Someone who understands what he or she is going through. This person could be you, your boss, another manager, or even a peer. If you’re not around, your new hire might find himself or herself struggling alone. Your job is to help him or her navigate the transition into your team.
2. Get to know your new hire.
This goes hand in hand with being there for your new hire; you need to get to know your new hire well enough to understand his or her strengths and weaknesses. How does your new hire communicate? Does he or she prefer face-to-face meetings or email exchanges? Do certain topics come easily for him or her? Is he or she outgoing or introverted? Knowing your new hire will allow you to better tailor your training plan and support him or her throughout the process.
3. Have a mentor.
A mentor is someone who can offer advice and guidance. Mentors can provide insight into the culture of your organization, answer questions about workflows, and guide you through any challenges that arise. They can also serve as role models, helping your new hire see what success looks like within your organization. A mentor can also be a sounding board for ideas and feedback.
Ready to build your remote team?
Use the DigiWorks platform to hire, manage, and pay remote talent from all over the world.
Is there a connection between onboarding and employee retention rates?
New-hire onboarding is important to retaining employees. But what does it take to make sure you are doing things correctly? A recent survey found that companies with a standard onboarding process saw a significant increase in employee retention.
The study, conducted by Workday Inc., surveyed over 2,400 people about their experiences with onboarding programs. They discovered that organizations with a standard onboarding plan saw an average retention rate of 84% compared to 72% for those without one.
According to the report, “companies with a standard onboarding experience reported seeing an average retention rate of 83%, while those without a standard onboarding experience had a retention rate of 71%. Companies with a standard onboarding approach reported having an average of 4.5 days of training per person, while those without a standard approach had an average of 3.6 days.”
This information suggests that employers need to invest in providing a consistent onboarding experience for each new hire. By following a standardized process, companies can ensure consistency across teams and departments. This helps reduce confusion and improve overall morale.
Has the pandemic changed the importance of employee retention?
Employee turnover costs companies billions of dollar every year. In fact, it accounts for about 10% of total operating expenses. And according to a recent survey conducted by Indeed, nearly 80% of respondents believe that during the COVID-19 pandemic, employee retention has become even more important. This makes sense because now, people are working remotely and spending less time interacting with colleagues. As such, it’s critical that employers invest in onboarding processes that provide the tools and resources needed for their remote workforce to thrive.
But what does this mean for HR leaders? How do we ensure that our onboarding programs are effective? What should we prioritize? To answer those questions, let’s look at some of the most common challenges that arise when trying to retain talent during times like these.
1. Remote Workforces Are More Difficult to Retain
The first challenge is that many remote workers are used to being able to walk into a building and see their co-workers face-to-face. Now, they’re forced to interact with each other via video chat or phone calls. This can make it harder to build rapport and trust.
2. People Want to Feel Valued
In addition to having fewer opportunities to meet and socialize with coworkers, remote workers often struggle to feel valued and appreciated. Many are worried about whether their contributions are actually making a difference. They also worry about how much control they have over their jobs.
3. Remote Workers Don’t Have Access to Training Opportunities
Why a great onboarding program is urgent, especially now
A strong onboarding program will go far beyond providing training materials and job descriptions. This includes helping employees understand what it takes to succeed within the organization and why they are there. Employees want to feel like they belong, and a well-designed onboarding process will make them feel that way. In addition, new hires want to know how they fit into the bigger picture, and an effective onboarding program will help them understand how their daily work fits into the overall strategy of the company.
An effective remote onboarding program will also help retain talent. When employees are happy and engaged, they are less likely to jump ship for greener pastures. They will stick around because they see value in working for your company. Onboarding programs that focus on building relationships and establishing trust with new hires are much better at retaining talent than those that simply provide information about the company and its culture.
Ready to build your remote team?
Use the DigiWorks platform to hire, manage, and pay remote talent from all over the world.
Conclusion
There are several benefits of onboarding processes for new hires including better employee retention rates, increased job satisfaction, and better assimilation into organizational culture. There are several employee onboarding tools and onboarding software you can make use of to ensure yours is a strong onboarding program!
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About DigiWorks
DigiWorks is an easy-to-use platform that helps small businesses and start ups hire amazing remote talent from around the world. DigiWorks offers a way for you to hire, manage and pay people from all countries. If you find an amazing virtual assistant from Philippines, a content writer from Nigeria, or operations manager from South Africa – manage and pay your entire team from one platform with no hassle.
If you’re looking for a more affordable and sustainable option you might consider making use of a hiring platform like DigiWorks. Virtual assistant companies or platforms like DigiWorks are amazing as they not only match you with pre-vetted and assessed remote workers that can take care of all your business needs but they will also handle all onboarding and payroll needs as well.