What do you do if new employees are disengaged during onboarding?

Start with identifying the cause. It will be a good idea to fact check and understand the gaps (both manager and new joiner's point of view). Next would be to develop a strategic approach to onboarding - The 5 C way. Clarity : What am I here for? How does my work contribute to the organizational goals? Culture – The way we do things here! Connection - Help new hires build relationships within the company, connection with a community- fosters a sense of belonging, identity and purpose. Check-ins - Regular check-ins to make the new hire feel supported. Compliance - Ensure new hires understand and comply with the culture and ethos.

we know that a great onboarding experience sets the tone for new hires. We focus on personalized training, interactive learning, and connecting new employees with mentors. Clear goals and regular feedback make a big difference in making them feel valued and supported from the start.

If new employees are disengaged during onboarding, it is crucial to take immediate action to re-engage them. Start by seeking feedback to understand their concerns and challenges. Enhance the onboarding process by providing a structured, interactive, and personalized experience that includes clear expectations, comprehensive training, and opportunities for social integration with team members. Assign mentors or buddies to support new hires and foster a sense of belonging. Regular check-ins and open communication channels can also help address any issues promptly. By making onboarding engaging and supportive, you can boost new employees' motivation and commitment to the organization.

Maybe it is you, your process, your company, your people, your values. Maybe it is them. Something to capture statistics on and watch, and if verified, fix?

During a recent update to our onboarding process, we adapted our methods to better suit various learning preferences. We rolled out different learning modules, including video tutorials for visual learners and hands-on workshops for those who prefer active participation. Additionally, we began assigning a 'buddy' from the same department to each new hire, significantly enhancing their integration into our team.

It's also important to adjust the onboarding process based on the feedback you receive. For instance, if new hires are feeling overwhelmed, consider breaking down information sessions into more digestible parts or offering them in different formats, like interactive workshops instead of presentations.

Incorporating real-life scenarios or role-playing exercises can make the learning process more relatable and practical, enabling new hires to see how their roles impact the larger organizational goals.

Avoid micromanaging as it can lead to new hires feeling overwhelmed and suffocated. They need space to learn and grow at their own pace. Over-monitoring can inhibit their ability to become independent and confident in their roles.

One thing I've found helpful is treating onboarding as a dynamic process that evolves with each new hire. Regularly soliciting feedback has been crucial; we use this input to refine our approach continuously. This has not only kept our methods fresh but also aligned with the evolving expectations and needs of new employees, ensuring each onboarding experience is as effective as possible.

From experience and practice in a large organization where we faced by alot of complaints and delays in the onboarding process. One of the techniques adopted that made huge significance and enhanced our engagement and successful onboarding was setting realistic expectations and timeframe. Upon joining on the first day, the candidate received an email with their comprehensive plan aligned with their schedules and what to expect. I believe that technology and e-learning platforms are crucial in this era but ppl actually long for face to face communication. Adopting a blended approach between reading manuals, attending e-learning sessions and face.to.face communications significantly affected our engagement strategy.