onboarding programs

Who is responsible for onboarding? Is it the human resources department or team leaders? It is common for team leaders and managers to see onboarding as someone else’s job. Socialization is a big component of joining a new team and establishing a good fit, so if no one is reaching out, then it comes as no surprise that some employees will never feel fully engaged and choose to depart early. A first-day team lunch may让新人感到受欢迎,他们正在加入新团队。


Research has found that it takes an average of at least12个月为新员工定居进入他们的新角色,觉得自己的真实自我并达到他们的全部潜力。It can take much longer for complex leadership and management roles. Many companies prefer to get their new hires through an onboarding program as quickly as possible so they can hit the ground running and start contributing. But this is not the most realistic approach and onboarding should really be seen as more of an ongoing longer journey.这个过程很容易利用onboard软件

Onboarding programs that miss out on culture


Not inspiring enough

你的新员工培训计划真正鼓舞人心的吗?它是more than just procedures and protocols? Does it welcome new employees into a big family and whole new world full of possibilities to grow? If not, then it’s a good idea to reassess your onboarding program and add some inspirational content. But be careful not to dangle promises in front of people if you can’t back up these later on down the line. This will lead to employees feeling disenchanted later down the track if you fall short on offering opportunities at the interview. For this reason, managers should have conversations about employees’ goals and dreams early on and make a plan for their professional development.


未解雇的船上节目,新员工没有为他们的新职位做出完全准备的是一个很大的问题。这意味着船上程序的内容和结构缺少一些基本面,而不是满足其目的。To design an effective onboarding program, HR professionals need to prepare a consistent, creative and deeply engaging experience that impresses new employees whilst also equipping them with everything they need to enter into their new role, the culture and the organization in an informed and supported way.


Using a systematic approach, organizations can use short online surveys and completion receipts throughout the onboarding process to identify when new employees are failing to connect with the organization. Why lose good staff when you can gather data to help you address issues as they arise?
Onboarding data informs the rest of the organization’s performance metrics such as engagement and exit data. HR can bid for greater investments in onboarding programs when they can prove the value of new programs by linking them to business performance and outcomes.


An ineffective onboarding process loses talented people along with financial and time investments of recruiting, hiring and training.人力资源管理协会(SHRM)研究,发现工作人员营业额可以在前四个月的前四个月高达50%,以每小时工作基础安排和50%的高级工作人员雇用的50%。这意味着保留是低的,船上的程序是功能失调的。
It cannot be emphasized enough that exceptional onboarding experiences lead to better staff retention, performance and business outcomes. Programs should be long term in nature to support new hires through at least the first 12 months with the company, with incremental check-ins throughout this timeframe to assess how everything is going and how the organization can better support them in reaching their potential.

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