When introducing changes to various HR procedures, it is very important to collect and analyse data.
This article will not be a repetition of the basics you already know. This is rather a best practice perceived by our employees very positively!
Starting from the beginning: where we are now and where we want to be?
Our plans to improve the onboarding process should not be based on our premonition or preferences. In particular, while working in the HR department, we perceive certain aspects related to the functioning of the company in a completely different way than our colleagues from other departments, and even more so the new employees coming to the company. And there is nothing wrong with that! In a wider perspective, our current employees can support us — our colleagues who have just finished their trial period can really tell you a lot. Some still remember their first day in your organisation and aspects related to what they liked or did not like. Can you find out who they had the opportunity to meet with, what influenced their well-being? If they had to introduce the company to a new person, what would they like to implement? If they had to go through the onboarding process once again, who would they like to meet, whom to talk to? What else to know about? What do they still not know about certain points, even though they work in the company for some time?
Having data already, draw the appropriate conclusions.
Which conclusions have we drawn and how have we improved the onboarding process?
For permanent activities directed to internal communication in the company, we have introduced the so-called „Second Fridays of the month”, when apart from meeting in the office kitchen and discussing the results of our activities in the last month, both new and current employees have a chance to integrate during the informal part of this event.
We have continued to collect data. By onboarding a few people on the same day, after a month we could conduct anonymous surveys that allow us to match the onboarding process to new employees, as well as make adjustments where necessary. Here are some authentic suggestions and comments from our employees:
“As the Second Friday of the month took place 2 days after our onboarding, we had the chance to talk with colleagues from other departments. If it were not for that, it would take me a lot more time to get to know all people. “
“I really appreciate the small things like pizza for lunch, eating together, Friday breakfast. These are the things that are very supportive. “
“I think it would be useful to meet people from other departments and understand their tasks, work and projects.”
Onboarding is not just the first day at work. For each person it will end sooner or later, however, the new employee’s integration into the company’s culture and his own responsibilities is a process, not a single action. Therefore, it is very important to plan it beforehand. We would not like a new employee to be lost in our company, get bored due to a lack of tasks or to have no opportunity to get to know the team members and projects that they are currently running. It is worth noting that a properly conducted onboarding process is an advantage not only for the employee, but also for the company. The first weeks of work determine whether the new employee will succeed in the organisation and have a significant impact on its effectiveness. Efficient onboarding means quick implementation, greater employee experience and better results achieved much faster than without onboarding — this translates into measurable effects for the employer. It is therefore an investment (the whole process requires time and energy from many units), which returns very quickly mainly by reducing the turnover and increasing the employee’s efficiency, and additionally increases the employee’s satisfaction and influences the opinions about the company expressed by the employees outside of work.
It is worth monitoring the impressions of new colleagues — they have a fresh perspective on the organisation, they are a great source of new solutions and they will certainly be grateful for making their opinion count from the very beginning!
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