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Many firms are beginning to think beyond the confines of paperwork and fundamental standards as they try to augment or replace the in-person informal onboarding that has vanished in our more digital, scattered environment.
FREMONT, CA: The first 45 days of a new employee's job have a substantial impact on whether or not that person chooses to stay at that organization. According to HR specialists, up to 20 percent of turnover can be attributed to the essential first few months on the job. In addition, employees' willingness to recommend the organization to their friends and peers can be harmed by a poor onboarding experience. Here are four ways to create a meaningful onboarding experience:
Consider Demographics and Create Experience
Every company's problem in establishing a memorable onboarding experience is that it must be adaptive to workers from four generations, from Boomers to Gen-Z. Each generation brings a distinct viewpoint on what matters to them in an employer, how they receive communications, and how they consume information.
That's why it's critical to consider your core demographics and create an experience that's accessible and welcoming to all of your company's generations. The idea is to encourage new hires to connect with the onboarding experience in a meaningful way, rather than merely absorbing it. This includes asking questions, starting a conversation, and reaching out.
Create an experience
Many firms are beginning to think beyond the confines of paperwork and fundamental standards as they try to augment or replace the in-person informal onboarding that has vanished in our more digital, scattered environment. However, don't strive to recreate the same in-person experience in a virtual environment in our digital hybrid age.
Build a multi-month onboarding timeline
When it comes to an employee's onboarding experience, time is crucial. Onboarding should last at least 90 days, typically more like 180 days—rather than being thought of as a simple days-long process to be ticked off.
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