What
is this On Boarding all about?
Don
Schmitz/Human Resource Staffing
Everyone's
worst dream when starting a job is for no one to greet them
and show them around as well as provide them the tools they
will need in their new position.
Recently,
I placed a contract person on an assignment and no one explained
the basics to them. The result was; both the company and the
employee lost. The company lost because they hired a highly
skilled person who wasn't provided the basics of how to do
her job successfully and the employee lost because she wasn't
provided the basic tools to be successful.
Research
shows that how a new employee is treated goes a long way in
determining how effective they will become, how engaged they
will be and how long they stay with the company. Whether the
new employee is a temporary or new hire, a successful on boarding
is a must.
Every
employee wants to make a contribution shortly after they come
through the door and the worst thing we can do is not provide
them with the tools for them to successful.
So,
what does an effective on boarding look like?
Today,
that depends on the position, but for someone who works in
an office it is providing them with the necessary tools to
do their work. It might include a computer, software, email
account, passwords, office supplies and phone.
It
isn't necessary for the manager to provide the orientation
but it is necessary for the employee to be greeted within
a very short time by the supervisor.
Most
new hires learn by asking others, as well as by trial-and-error.
Providing the employee with several “Go-to Mentors” who can
assimilate the new employee into the company culture and available
to answer basic questions and coach for success. These mentors
should be well chosen to provide the kind of behavior your
company would like all its employees to exhibit. Their role
is to educate the new hire and serve as the listeners who
can intervene with the manager.
In
addition to their position, these mentors should impress upon
the new employee an appreciation for the accomplishments of
the organization and the challenges for the future. They can
be counted on to introduce the new employee to key individuals
in the organization and to be an advocate on their behalf.
Mentors can also provide feedback to the manager on their
progress and what they need to accomplish to grow the company.
The
manager should be included in the on boarding process on a
regular basis. He/She can help the employee get involved in
projects related to his work as well as help the new employee
set ongoing goals. The manager should meet with the new employee
on a weekly basis to answer specific questions and coordinate
their orientation with the mentors.
The
orientation period can take on many forms; in person, written
information, intranet, manuals and web site. The on boarding
content might include sessions on the corporate history, the
values of the firm, an overview of the strategy and fiscal
goals. Whatever the form, it's critical that the process be
fun and involve the employee in the work of the company as
soon as possible.
Depending
on the size of the organization ongoing orientation might
include a “Get-Together” of all the employees hired in a particular
month or quarter, with activities designed to introduce them
to one another. It is critical the new employee identify with
the organization and learn the different parts of the organization.
Tours to different sites can help the employee appreciate
the complexity of the tasks within the organization.
Finally
when the basic orientation is complete, ask the new employee
for suggestions on how the orientation could be improved.
A small improvement can result in a long-term savings to the
company.
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