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Social L&D. The tricks HR are missing out on: PreBoarding


Recent studies in the US have shown that up to 25% of new hires leave their jobs in the first 12 months and from the same research 50% of new hires don’t meet their managers' expectations in the first year. The onboarding process can be a daunting time for a new hire, and a tedious or repetitive process for those in HR who are responsible for their onboarding. This repetitive task, for HR can sometimes mean that crucial elements of the onboarding process go a miss. In a similar vein pressure on line managers can also mean that things get overlooked or there's increased anxiety and ambiguity about the role for the newbie.  


But why wait for the learning process on day 1? Is an employee’s first day, the first day that he/she walks through the door of their latest endeavours, or is it from the moment they’ve said "yes" and signed a contract? I believe that many organisations are missing a trick for onboarding and can pre-board employees faster resulting in a quicker time to value.  

From the moment that employee signs the contract they should be welcomed to the company, introduced to their team, start to understand the status quo (or disrupt it) and whilst they're at it learn the 'company song'.  

DON’T JUST ONBOARD, PRE-BOARD YOUR NEW HIRES.  

Here's how you can get started in 6 steps:

1.     Understand why increasing the speed of employee engagement is valuable to your business, put in place success metrics to test your assumptions… Will a new salesman sell faster, or will new hire staff turnover decrease over 12 months etc. 

2.     Outline the policies, processes and materials that new hires should all be familiar with and brainstorm with line managers to identify the FAQs. 

3.     Assign an owner to the project and ensure that line managers are brought into this new approach.  

4.     Create your network and secure environment for new hires to meet their colleagues, manager and begin to learn about their new company.  

5.     Welcome new hires in the network to the organisation and encourage them to introduce themselves and engage with their line manager and team members.  

6.     Add new users to the relevant groups with the most commonly asked materials and give them an insight into what their first day might be like from when they walk in to the office.  
 
This will make the onboarding process less stressful for the new hire as they will be familiar with their team members and understand the ICT, HR and Finance policies and processes, resulting in more time for a productive onboarding experience.  

Next week we will publish part 2 of 3. 

Good luck and comment below for more advice, help, or your experiences.

Steve CromptonComment