The first step in a new hire’s journey in any organization is built on the foundation of a tactful process known as “onboarding.” This article looks at how employee onboarding can be made fun and meaningful.
Striking the right musical chord is critical for a good symphony. Tailoring an onboarding process to someone’s role, skills, and aspirations adds a personal touch to the onboarding journey, which can at some point translate into a learning journey. In addition to this, connecting the new hires to the right people completes a good framework for onboarding.
We always think that nothing can be missed out, but we tend to miss checklist tasks in the process. But you should think of what must not be missed in the checklist. Everything else then takes care of itself. Make onboarding simple.
Once hired, it’s not just about asking the new hires to start, but beyond that, there is a way to define the responsibilities and critical accountabilities. Documenting them in a manner that is easy to comprehend and understand is of massive importance.
A new hire’s journey is like exploring the unknown by knowing what they are getting into and then building an amazing journey. It is key to show them what it means to stay grounded and try hard within a role and for how long before moving on for all the right reasons.
Sometimes, there is a lot to do. Matters sometimes slip through the cracks, but there is always a way to get back to them. All it takes is a way to look back and check what the top priority was and what was missed, and then work backward before looking into something new.
In today’s day and age, it is really easy to be lost in the world of information. It becomes challenging to learn fast with too much technology and modern-day processes. Hence, the presentation of the content should be easy on the eye but still effective for the new hire and the business.
What a new employee wants to see on day one is much different from what they wish to see on day 30. Showing content when it matters and with the right context would go a long way in ensuring both knowledge enhancement and subsequent productivity in the job they do.
It’s all great to execute and implement, but what happens when you need to analyze data for assessing trends and patterns? How do you draw a conclusion on change management? It is key to look at the reports. That speaks of attendance, learning assessment scores, behavioral progress based on feedback, and a lot more.
Have a few options ready and make this process plug and play, to begin with, and then at some point, once you reach a relevant stage of maturity, automation can kick in. Automation could mean sharing essential reading resources, links to videos, etc.
The new hires should always be aware of a few essentials that are a strict no-brainer in terms of what they need to always develop. Some of them are self-driven, self-motivated, seeking feedback, revisiting training programs, sharing feedback, providing insights, etc.
Provide an avenue to share learnings with peers as well as other groups. What shows as an outcome is beyond what training provides. An open communication channel where there is strict moderation of the information being shared will do a world of good.
Innovation can happen anywhere, and onboarding is like an open playground.
Based on general statistics, a good onboarding program will lead to 70% of employees staying with an organization for at least 2-3 years. This is a rough estimate. What KREDO provides is a perfect blend of technology, creativity, motivation, communication, and reliability to ensure new hires seamlessly slot into their new organization. Thinking of a strategy that is both formal and informal in nature is a definite requirement in the world of onboarding. KREDO thinks in both ways.
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