?????? ???????????? ???????????? ???? ???????? ???????????????????????????? ???????????????? : Onboarding

Among many "?????? ???????????? ???????????? ???? ???????? ???????????????????????????? ????????????????," one of is “Onboarding.” Employee onboarding issues may stymie a company's growth. Ensure seamless onboarding of new hires is one of the most important tasks of any organization's HR team and management. The main issue is that businesses view onboarding as a one-week procedure at best, after which they dust off their hands and move on.

“The first?impression?is the?best?impression” is especially true when onboarding a new hire. You can potentially lose a great talent in the lack of proper process.?

I attempt to highlight the key issues of Onboarding in this pandemic era.

onboarding

[??n?b?rdiNG, ??n?b?rdiNG]

NOUN

1.??the action or process of integrating a new employee into an organization or familiarizing a new customer or client with one's products or services.

"after the initial onboarding is complete, continue to offer new hires relevant training and development opportunities" · "client onboarding is a critical time for any business" · "a little extra effort during the onboarding period can go a long way towards improving staff retention"

?According to the survey, 41 % of the employee believe that the lack of structural onboarding hurts their company. Top consequences include lower productivity (16%), higher turnover (12%), lower employee morals (11%), and missed revenue target (6%).?In contrast, a well-thought-out onboarding process leads to many benefits. In one survey 49% of the survey participants of a structured onboarding program felt engaged with 31% of said they had a lower turnover rate.

?So, how can you make your staff onboarding process more efficient? First and foremost, do not allow policy revisions to be delayed.

Onboarding will be affected by workplace changes in 2021. As a result, businesses must carefully examine their policies. Then, as needed, update their employee onboarding checklists and handbooks. Start the new year off right by aligning onboarding with well-thought-out rules.

Let us talk about the challenges that new hires face.

The following broad Human Resources categories will be discussed. It is worth noting, though, that there is some overlap.

??Work from Home

??Attendance and Timing

??Safety and Health

??Benefits

??Compliance

??Onboarding's Human Aspect

Remote Work

Remote working has a multitude of onboarding implications.

?If you have a hybrid workforce, you will need an onboarding checklist specifically for new employees in remote positions. Consider the following as you build it: Collaboration rules of engagement Millions of employees were abruptly sent home in 2020. This is essential during new hire orientation.

Launch clear expectations

Determine which problems necessitate a group videoconference. Create a timeline for responding to an email or Slack message. Teach employees how to establish their availability status (working, in a meeting, at lunch, on vacation) and, if feasible, integrate it with your company's scheduling calendar. Encourage staff to unplug entirely during blackout periods–an "always-on" work atmosphere is a quick way to burn out.

??IT Matters

The technology that makes remote working possible does not exist in a vacuum. There are critical security logistics. New hire IT instruction is just as important as sound policies. Thus, consider the following: What technology will the employer provide? Can the employee use personal equipment?

What technology will the employer provide?

o??Internet quality: Internet quality for new hires, set up a time for an IT rep to help them speed it up if possible (you may have to stagger schedules to accommodate differences in internet quality)

o??Security protocols: How to log in to the company VPN What apps can employees use on company hardware and networks?

o??Time and Attendance All employees expect accurate paychecks. Make sure you add new hires to the payroll system before their first day. Teach employees how to log Idle time.?What to do when there are

o??What to do when there are technical difficulties: Teach new hires Do you ’email the IT team’ or create a support ticket? If the network is down, are there job tasks the employee can do offline?

o??Guidance on successful remote working

o??Remember to share- productive tips, how to prevent burnout and feelings of isolation. Home office ergonomics

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Time and Attendance

Make sure to add new hires to the payroll system before their first day. At the same time, make sure they understand how to track hours. Afterall they expect accurate paychecks

?Teach employees how to use your time and attendance system, how to punch in and out, Timecard procedures, Tracking projects, job or client codes, Work schedule, When and where is it published?

How to request a shift trade, is there flexibility–can employees submit schedule preferences?

Mobile tracking

If you use geofencing to verify punch-in location for mobile or remote workers, explain the policies and obtain consent if necessary. Many employers only track time for hourly employees. If this is true at your company, consider tracking time for salaried workers as well.

?Benefits

2020 exposed inadequacies and underlined the importance of benefits programs. Mental health and financial planning benefits have become especially important. If your company upgraded or modified benefits packages to better serve employees’ needs–kudos to you! However, simply offering the benefits is only the first step. If employees do not understand them, even expensive, carefully designed programs will not have a positive impact.

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Ensure that your onboarding process successfully explains available benefits and how to enroll. Begin before the new hire’s start date. Build multiple benefits touchpoints into your onboarding checklist to ensure a thorough understanding. Then, ensure the new hire enrolls before the deadline.

?Do you offer childcare or eldercare benefits? What wellness programs do you offer? Does the health insurance provider offer telehealth?

?Compliance

Compliance is an ever-present component of successful onboarding. As you form policies, make sure you consult your legal counsel.

Employee leave was a central HR issue during 2020. Though the Emergency Paid Sick Leave Act (EPSLA) employer requirements under the Families First Coronavirus Response Act (FFCRA).

For hourly workers on the lower end of the pay scale, this is a biggie. If you are in HR, you are aware that some states raised the minimum wage in 2021.

Effective scheduling drives employee job satisfaction. Hopefully, your managers create work schedules that keep employees happy without shortchanging productivity. Nevertheless, hiring managers must keep tabs on local employee scheduling laws.

Maintaining harassment- and discrimination-free workplace is paramount. Yet most employers’ policies are incomplete, especially concerning LGBTQ protections. Unfortunately, harassment occurs even among virtual teams.

The Human Part of Onboarding

Now that we have talked about what to do, let us talk about how to do it. For onsite employees, take away the stress of the first day by telling them in advance where to park. Ensure their manager or someone on their team greets them at the door. Ask everyone on their team to introduce themselves on the first day. Set up their workstation before they show up.

Do not cram everything into the first day or week. Prioritize establishing a relationship over completing processes.

?Day One Planning to Ensure a Good Experience for All

Make a list of everything that should happen on day one. When planning how to improve your onboarding process, think about it from the perspective of the new hire, hiring manager, and co-workers. This is the beginning of a successful onboarding program.

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The most critical function of onboarding is equipping the new hire with the tools necessary to be a successful contributor to the organization. New hires need to integrate into the organization—to become part of the whole and contribute their unique value without subordinating their individuality.

?You can foster initial engagement by activities such as:

???Introducing the new hire to immediate co-workers

??Notifying all employees and welcoming the new hire via email or portal

??Inviting the new hire to company social events like lunch-and-learn and birthday celebrations

??Give new hires an option to provide some personal tidbits like hobbies, associations, and a favorite cartoon character to stimulate conversation

Mentoring and Shadowing Programs

Another way to foster early engagement is through mentoring for new hires. Mentoring programs can be highly effective in connecting new hires to their jobs and co-workers. They can also provide a sense of long-term opportunity for growth. Similarly, shadowing programs can help learn jobs on the go, which can be very effective in retail, restaurant, repair, manufacturing, and other environments.

Just be careful not to go overboard on mentoring. New hires need a sense of autonomy and contribution, and current employees need to feel that they are on track to achieve their own objectives. If you offer a mentoring program, be sure to establish boundaries, set goals, and evaluate effectiveness for both mentors and mentoring.

Shadowing is a short-term program. Mentoring, however, can be continued over much longer periods. If you choose to keep it going, make sure you establish goals for both mentor and mentored and revisit regularly. Assign the new hire a clear, short-term project to focus energy and demonstrate competence.

?Data Speaks!

???When employees go through structured onboarding, they are 58% more likely to remain with the organization after three years

??Only 12% of employees say their employer does a great job at onboarding new hires

??31% of workers have quit a job after less than 6 months

??53% of employees said they could do their job better with improved training

??Only 32% of employers have a formal onboarding program

??56% of self-labeled ‘disengaged’ employees said they got poor training or no training at all

??17.5% of employees said they did not understand what was expected of them until they had worked 90 days or more

??The cost of losing an employee can be twice the employee’s salary or more

??Onboarding has the second-highest business impact of all 22 HR practices

??Unhappy and disengaged workers cost the U.S. $483-$605 billion each year

??1 in 5 new hires is unlikely to recommend the employer to a friend or family member after the onboarding process.

Conclusion

We all need to ask a deeper question, “How to improve your onboarding process?”

?Take a holistic approach: align onboarding practices with company policies, make sure onboarding addresses the logistics of remote work, do not let the personal component get lost in the transactional tasks.

?o you need help designing/ redesign/ review your Onboarding process in the pandemic era? Are you feel overwhelmed with the changes? Do you feel it is a lot to do in a short period?

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DM to discuss with TLCC’s top-notch industry experts and consultants!!

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