How can you ensure that onboarding is a continuous process?

Onboarding is about integrating the new hires into the company AND about the organization learning from the fresh perspectives and experiences they bring. Some ideas on how to do it: 1. Cross-Pollination Sessions and integration workshops - newcomers and existing employees discuss the existing strategies and challenges. 2. Newcomer Spotlight in company communications to highlight their potential contributions to the company. 3. Cultural Exchange - value the diverse cultural backgrounds that new hires may bring to the workplace. 4. Collaborative Onboarding: Pair the onboarding with company initiatives thus integrating new hires into critical business areas right from the start e.g. by newcomer-led projects or process improvement initiatives

Share your onboarding process upfront, even at application stage. There are so many benefits to doing this when it comes to building trust with talent. Breaking down your onboarding experience into key milestones helps- pre-start, Day 1, week 1, all the way through to 6 months in to a role.

Onboarding experience is window to the company’s brand, processes , systems and culture. I believe that a new hire makes a perception of the brand from experience they had of their initial few days of onboarding. Nowadays, many organisations have digital platforms to keep new hires engaged and informed from the time of selection to Day 1 of joining.

In conclusion, continuous onboarding is a dynamic and evolving process that extends far beyond the initial orientation period. To ensure employees stay engaged and productive, it’s essential to have structured training modules, regular check-ins, mentorship programs, opportunities for skill development, feedback loops, learning management systems, cross-training, performance reviews, company culture integration, and a robust repository of documentation and resources. By implementing these strategies, organizations can create an environment where employees feel supported and have the tools they need to succeed throughout their tenure, ultimately leading to higher job satisfaction and improved employee retention.

Yes,Sharing the details of Onboarding process and timelines is most important for a new hire to learn and understand the things at new company. It will be very helpful for new joiner when he gets assistance from existing employees till their project assignment.

Assigning a buddy is key here. Have some meet with the new hires who is in a different department and who can guide the new hire not functionally, but just showing them to navigate through the organisation. Setup weekly and later bi-weekly connect for both to share and build trust in terms of a safe haven. I personally found this especially relevant when onboarding onto a remote roll; have someone support you! As apposed to being in the office where you can easily meet people, being remote can fuel loneliness and a lesser sense of belonging. One person, buddy, can make a crucial difference! Be that buddy.

After completion onboarding, every new employee should be on a motoring basis whether they are working properly and cope up with the atmosphere. Their performance depends proper guide line & mentoring.

Yes,Sharing the details of Onboarding process and timelines is most important for a new hire to learn and understand the things at new company. It will be very helpful for new joiner when he gets assistance from existing employees till their project assignment.

Two-Way communication is critical. Poor onboarding can be disastrous for new hire retention. 69% of employees stay 3 years or more if onboarding is great. 24% leave within 6 months if it’s bad. Open up communication channels so that people have opportunities to give you feedback, check in with you, and also look at things like stay interviews after 3-6 months.

Ensure when onboarding the expectation about feedback is clearly outlined. Ensure there is space for safe and open communication up down and laterally. If you have a feedback framework you like to work with this is great to share with the new team members. Ensure feedback loops through the whole process and at other key moments to ensure you can learn and improve the process

Having a way of people feeling motivated to learn as they settle in can be really powerful for any new hire. Setting some manageable milestones that can be followed, with some encouragement to self-serve things like reading, industry news, online courses, and relevant info that can reduce ramp up time is really important. You should take the time to curate as much as you can, and it doesnt have to be paid L&D either. Resources like webinars, podcasts, articles- there is so much online

I'm a true believer in contextual learning. There is no point in teaching someone something if they are not going to use it soon. Motivation is the most effective remedy to learning so if you don’t solve for motivation no tools will solve the problem. What I mean is that you must have the need or a problem you want to fix to learn. And go for hyper-personalised learning plans, where do they want to go and be in a few years time, assess skills missing, and create a plan by working backwards tailored to the individual.

Align onboarding with learning & development is very important part. Every new employee needs to learn the work process, culture, procedures, etc. to make himself friendly with the environment. A proper guide line & monitoring can develop their skills & performance.

One thing I found helpful in my career is a proper on-boarding. This gives any employee a good cultural taste of the organization from very beginning of his employment. A simple gesture sometimes gives huge boost up.

In a remote work setting, celebrating milestones and achievements is crucial for maintaining employee engagement and motivation. Utilize virtual platforms to acknowledge new hires' successes, organizing online celebrations or shout-outs during team meetings. Encourage peers to recognize each other's accomplishments, fostering a supportive community. Leverage digital tools to send e-certificates, virtual gift cards, or personalized messages, ensuring remote employees feel valued and connected. Establish a digital “Wall of Fame” to showcase achievements, making recognition visible and continuous. This approach not only applauds individual efforts but also strengthens the team's cohesion, crucial in a remote work environment.

It's critical for motivation, encouragement and reinforcement that you set and celebrate milestones for new hires. It keeps people on track, and excited about their work in the early days. Don't go overboard, but make sure you work hard on recognition as well as reward

Celebrate success but always show how to learn and get better so the next success is even better. Recognition and being seen, heard and valued is the key!

Every organization should celebrate every employees achievements. Whenever an employee performs his/her best in workplace during onboarding, he/she should be recognized by the management and celebrate he achievement which can motivate them to do better in future.

Onboarding processes will evolve as your company changes. Don't try to create something perfect or too in-depth from day 1. Focus on simple, powerful things you can do to just build trust and look after people properly. Things like free swag are cool, but long-term they won't necessarily make a huge difference vs making sure you have the right communication plan and channels in place to make a new starter feel welcomed, secure and listened to

Time to time onboarding process should be reviewed by HR Department. Some improvement or changes may require in lieu of usual process. This can change the thinking & mentality of the new employees.

Recruitment is an investment. Companies spend money on job postings, recruitment agencies, background checks, and interviews. Neglecting an effective onboarding process can lower productivity, and increase time until employees reach their potential. By dedicating resources to an effective onboarding process, they can improve employee retention rates. A well-designed onboarding process sets clear expectations and goals for new employees, facilitating their integration into the workforce. When employees understand their roles and responsibilities from the start, they are more likely to contribute meaningfully and align themselves with the company's objectives. This positively impacts team dynamics, productivity, and overall performance.

Nowadays we have many sources of best practices to bake of, that will give a very good start on designing and improving your onboarding process. However it's something that develops overtime and as it gets mature, things can get cleaned up and improved. Being open-minded and available to learn is definitely key.

Onboarding is an important aspect of an organization wherein the new employee rates the new company and needs to have a smooth transitioning to his role. HR must be proficient to provide : Onboarding orientation which includes all about the company, entitlement and Job description which must be advised for review. Employee must be made comfortable which takes a journey of 90 days. A right mentor with regards to his discipline to be assigned. A good on boarding is the first step to a new employee’s understanding of the Company.

Successful onboarding is a collaborative effort, which means that a wide variety of team members participate in it, not just hiring managers and the HR department. Actively seek feedback from your current employees through regular surveys or conversations so you know what you’re doing well and where you can improve. The best way for new employees to understand how your company works is to observe the various employees. A significant part of onboarding is to introduce new employees to their colleagues and help them feel part of the group. Investing in excellent adaptation software will also help you with this.