INTHEBLACK February 2024 - Magazine - Page 48
WORK SMART
Outstanding
onboarding
Companies that invest in thoughtful, well-designed
onboarding can reap the long-term benefits of
having empowered and productive employees.
Words Beth Wallace
48 INTHEBLACK February 2024
THE FIRST FEW DAYS, WEEKS AND MONTHS at a
new job are critical, both for the organisation and
the new employee. This is the time to establish
expectations, understand the company’s vision
and values, and develop relationships.
Yet, a recent global culture report by US
employee recognition solutions firm O.C. Tanner
has found that only 43 per cent of surveyed
employees report having an onboarding
experience that consisted of more than a
one-day office orientation and a “laundry list”
of workplace benefits.
Susan Drew, senior regional director
with recruitment firm Hays, says a comprehensive
and continuous onboarding process is crucial,
because it can directly affect the new employee’s
performance potential.
“When compared to a short orientation, it helps
a new employee become productive far more
quickly,” she says.
“It helps them feel welcome, valued and
engaged in their work, ensures they learn the
skills, knowledge and behaviours they need to do
their job well, and facilitates relationship building
and regular feedback to improve performance.
“It ensures new hires are well-prepared,
well-supported and well-integrated into your
team and organisation.”
GUIDE TO SUCCESS
Successful onboarding should include the “5 Cs”
– communication, compliance, customs or culture,
connections and career development, Drew adds.
The first element – communication – should
begin before the employee starts their new role,
through a welcome email, onboarding agenda
and team introductions. Then, throughout the
first week on the job, communication should be
frequent, with regular check-ins, feedback and
coaching to help new starters learn and adapt.
“During the first month, keep communication
ongoing and supportive to help your new
employee grow and develop,” Drew adds.
Even at this early stage, managers can set the
scene for career development by establishing clear
and realistic goals, so employees understand their
role and performance expectations.
“Set short- and long-term goals for their career
growth,” she suggests.
COMPLIANCE, CUSTOMS AND CONNECTIONS
At accounting firm Pitcher Partners, onboarding
compliance is managed through the company’s
applicant tracking system (ATS).
Once a candidate has accepted an offer and
signed a contract, they can submit required
documents through a dedicated onboarding portal.
