Good onboarding programs and the organization’s strong performance management system ensure that your current employees are valued and equipped with all tools required to succeed. A satisfied and well-integrated employee reveals in a tangible manner how the organization is genuinely concerned about its employees, reducing the likelihood of the latter looking for a job elsewhere within a short span of time.
The Primary aim of any onboarding process is to provide an effective environment for new employees to acculturate to the new environment by automating the onboarding process that ensures effective communication of employee job duties, organizational processes, facilities and perks available. Proper orientation assists new hires with quickly getting up to speed, thereby bringing down the expenses pertaining to learning the job.
Any tool needs to be validated at regular intervals. Even the onboarding programs prepared by HR for new hires must get validated. Suggestions can bring a lot of new techniques and refinement in the existing onboarding process. PulseHRM strongly suggests that new hires are the best source for eliciting information. Feedbacks can be one-on-one sessions and/or prepare a feedback form giving new hires a chance to share their feedback in two sessions. The first survey could be about the onboarding process in particular and in the second session about the company in general.
How will these sessions help in improving the onboarding programs?
- HR should be open to suggestions from a new member of the organization. Must remember that though new to the organization, the entrant might be having experience from other organizations and thus a cross-cultural exchange can benefit the organization.
2. In order to make the feedback effective, feedback sessions should be at intervals so that the new hire will be able to provide valid suggestions.
3. The onboarding process usually has different stages. It is not just a handshake and a welcome smile. The onboarding process will have an onboarding template plus a course of meetings depending on the new hire’s hierarchy, some entertaining sessions to ease the new hire’s mingling with existing employees and to help to improve retention, engagement, satisfaction, and ultimately the productivity of the new employee.The HR should plan feedback sessions depending on the various activities in the onboarding program.
4. Gain insight into why new hires are drawn to your company. This helps you understand what the perceived benefits of your company are and gives you added features to highlight during future recruiting.
5. The feedback can elicit details about the new hire’s perception of the recruiting and hiring experience which you have designed for them right from being comfortable during the interview onwards until they joined the organization.
6. Your regular survey of new hires helps you gradually compile data that can be analyzed over time. This allows you to view the opportunity to check whether changes are needed to the recruiting, hiring or training process or if perhaps, a new plan of action needs to be implemented. Response reports can be grouped by job satisfaction, supervisor support, training and orientation, company policies and processes, help you to quickly recognize trends in new hire experiences.
To conclude, new hire surveys give the HR staff member an opportunity to bring in improvement in the recruiting and training process and to troubleshoot any issues that they are experiencing.