New Employee Onboarding - A Challenge and an Opportunity

New Employee Onboarding has been one universal & evergreen enigma for most HR teams & people managers across the globe. With Covid-19 redefining our world of work and our surroundings, akin to a Netflix series, this riddle has taken an interesting turn and become even more complex.

?People invariably join a company for doing meaningful work, grow and get rewarded appropriately. As we enter the new era of work, onboarding our new colleagues becomes more powerful if we can connect all layers of our work with a broader purpose anchored by good values. Recently, at The Adecco Group, a cross-country team of Learning & Talent specialists in the APAC region, came together to deliver a virtual?Regional Onboarding Program – FUSION.

?We decided to call the program?FUSION?as we believe onboarding is critical to building the spirit of citizenship within the company, and it's an excellent opportunity for our new joiners to:

• Align & amalgamate personal values & purpose with the organization
• Learn from each other several best practices that we cherished from the past?
• Understand & appreciate the diverse cultures, beliefs & perspectives in our company?
• Network & collaborate with colleagues from 11 different countries in this case
• Witness the different layers of experience coming together into something bigger and meaningful

Therefore, it is a true FUSION on several fronts. The event was conducted over three days for 3 hours each, with close to 60 participants from 11 countries catering to 6 different time zones. As one of the organizers, I am happy to share my learning with you based on this recent experience.

?My learning from the virtual onboarding:?

?1. Keep it simple and relevant: An effective onboarding program need not always be fancy or mega. Instead, relevant content of most value to our new joiners will determine the program's success. Carefully chosen content that will equip our colleagues with tangible takeaways to apply quickly and integrate on-the-job. It's all about the macro impact with micro nuggets.?

2. Be mindful of the time zone:?When you have a diverse audience sitting in different parts of the globe, one should be aware and respectful of all time zones. Expecting colleagues to join a session after office hours works against the very purpose of the program and dilutes the entire learning experience.

3. Use the right instructional design mix:?Long monologue and complex, content-heavy information could be weary for the new-joiners, especially when done virtually. So use the right combination of interaction, gaming, quizzes, videos to augment greater participation and retain your learners' engagement also in your onboarding.?

4. Celebrate the past as you welcome the future:?A lot needs to be said about the current company during any onboarding. However, build sometime in the program where your new-joiners get to talk about some practices they are proud of from the past, which creates further inclusivity and best practice sharing.?

5. Involve your leaders and employees:?Ensure your leaders in critical positions and employees share the practices, ways of working and practical tips to navigate during the initial months of joining. It is always credible when you hear from multiple sources.?

Role of the direct manager: While the HR and the learning department are typically responsible for running a meaningful onboarding program, there's no substitute for a manager taking active ownership in onboarding new employee(s). People managers hold utmost responsibility to guide and coach new team members to adapt to the new organization and become productive. This is one activity that cannot be outsourced to anyone else. Managers from day one should create a welcoming and safe environment for the new joiners.?Proper alignment happens when employees who are joining new are quickly able to connect between their roles, expertise and how their contribution ties into the greater-overarching purpose.?

?Role of the new employees:?While the managers and HR teams own the initial onboarding, let's not forget that this is a two-way street. While it's the organization's responsibility to provide a safe and open culture, it's as much the colleagues' responsibility to take that leap of faith and reach out, make connections, and most importantly, ask questions from Day 1.

?As we continue to adapt to the future of work, employee onboarding will demand a delicate balance of personalized and virtual connect. Some conversations are best had face to face. In the meantime, let's remind ourselves that the opportunity to delight our colleagues & key stakeholders is abundant. We may not have all the answers yet, and some of the ingredients will change with megatrends. As we prepare ourselves for the future at work, we must seize all the opportunities to connect, engage and help our new colleagues bond with the great purpose and orient them meaningfully with day-to-day work realities.?

?At #TheAdeccoGroup, throughout the onboarding journey, we strive to hold true to our core culture drivers: People First, Growth Mindset and Collective Spirit. The culture that drives us to realize our purpose of "making the future work for everyone."?

Eager to hear some of your thoughts on New Employee Onboarding and it's evolution in the recent times. In the wake of pandemic, as Leaders/HR colleagues/People managers, what have been your challenges and how are you addressing those to ensure a seamless connect & integration?