#7 Boarding Alert: Spotlighting Overlooked Challenges in Employee Onboarding

Introduction

Bringing new people on board is an exciting and pivotal time for any organisation. It's a time to embrace fresh perspectives, harness innovative ideas, and drive the business forward. Amidst this excitement, however, lies a significant challenge: ensuring that these newly recruited talents not only adapt quickly but also stay for the long haul. After all, successful recruitment efforts are only truly fruitful if they culminate in lasting retention.

Research underlines the importance of retention in today's competitive environment. Retention has reportedly become the number one concern for CEOs worldwide, underlining its paramount importance. Up to 20% of new hires leave within the first 45 days, highlighting the urgency of a robust onboarding process, especially for companies that engage in international hiring, where additional complexities such as cultural adaptation and cross-border logistics come into play.

Recognise the overlooked: The importance of the pre-boarding process

But even before new hires officially start their roles, there's a crucial phase that's often overlooked: pre-boarding. Pre-boarding refers to the period between when a new hire formally accepts a job offer and their first official day of work with the organisation.

From the employee's perspective, a failed pre-boarding experience is deeply unsettling. It starts with anticipation and excitement about the new opportunity, but as the day progresses, it morphs into confusion and disappointment. The employee feels undervalued and insignificant, wondering if their role within the organization is truly valued. It is an experience that lingers and taints the beginning of their journey with doubt and disappointment.

Recognising the importance of engaging new employees early, companies should seize the opportunity to immerse them in the organisation's culture, mission, and values. Effective pre-boarding not only sets expectations and disseminates key information but also fosters a sense of belonging and excitement about the role to come. It also serves as a platform for listening to the new hire's expectations and concerns, paving the way for personalised support and growth opportunities.

Pre-boarding isn't just about what the company imparts—it's also a prime opportunity to listen. It's a chance to understand the new hire's expectations, concerns, and aspirations, laying the foundation for personalised support and growth opportunities.

Successful onboarding

Traditional onboarding programs often fall short, focusing primarily on legal and policy-related matters. Common are one to two-day onboarding programs primarily focused on educating new staff members about legal and policy-related rules. The result of these insufficient acclimation efforts is that new employees are left ill-prepared for their first days when it comes to deeply understanding their jobs, uncovering vital team relationships, or even indoctrinating themselves into their new company’s culture.

Implementing Structured Solutions: The 30-60-90 Onboarding Guides

At Xstature Search Group, we have developed 30-60-90 onboarding guides, which serve as key checkpoints for our clients to gauge the evolving experiences and feelings of their newly hired talent. These deliberate efforts not only improve retention rates but also drive performance and engagement.

Key Milestones: The 30-60-90 Day Approach

30 Days: In the initial 30 days, the focus is on setting a strong foundation for the new hire's success. This period is crucial for making positive first impressions, gaining a deeper understanding of the role and organization, and providing feedback on the interview process. It's also an opportunity to address any surprises encountered and ensure alignment with the company's values and culture. Clear communication and support during this phase can significantly impact the new hire's confidence and sense of belonging.

60 Days: As the new hire settles into their role, the 60-day mark marks a deeper dive into their responsibilities and integration within the organization. This phase involves assessing workload, resource adequacy, and training effectiveness to ensure the new hire has the necessary support to excel in their position. It's also a time to evaluate alignment with organizational goals, receive feedback on performance, and navigate peer dynamics. Adjustments may be needed to optimize the new hire's experience and address any challenges that arise.

90 Days: By the 90-day milestone, the new hire should be fully immersed in their role and the company culture. This phase focuses on fostering mentorship opportunities, building support networks, and implementing conflict resolution mechanisms to enhance the new hire's integration and long-term success. It's also a time to evaluate leadership communication effectiveness, the perceived value of employee input, and suggestions for process improvement. A comprehensive assessment of the onboarding process allows for reflection on successes and areas for further development, paving the way for continuous improvement within the team or department.

Taking a Holistic Approach: Organizational, Technical, and Social Dimensions: Organizational onboarding involves teaching new employees the intricacies of the organization, from navigating workplace logistics to deciphering organizational jargon, fostering a sense of belonging and understanding. Technical onboarding entails clear communication of expectations and consistent support critical to enabling new hires to navigate their roles effectively. Social onboarding encourages new hires to make connections with key stakeholders and peers, fostering a collaborative environment.

Practical Steps for Success: Conducting comprehensive work walkthroughs Clearly articulating job expectations Encouraging social engagement through networking opportunities and mentoring relationships.

The Journey Continues: Beyond Onboarding: The journey doesn't end with onboarding; it evolves into a continuum of support, mentorship, and growth opportunities. Creating a culture where employees feel valued, connected, and empowered is a key contributor to long-term retention and organisational success.

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