It’s no wonder employers work hard to assure a good fit and acclimation process for a new employee. Aside from the human aspect, the high cost of having a vacant position and later refilling a position make these an absolute necessity. The last time I was “onboarded,” we called it orientation and I saw it as basically, paperwork LOL I didn’t realize that before the pandemic, less than one-third of employees felt fully prepared after onboarding. The author of this article explains that the first day of employment is usually a flurry of documents with side orders of absorbing the culture, meeting co-workers and understanding the job, and she provides six good ideas to start on the right foot, especially when there’s a remote aspect to the work relationship.
Pre-boarding. No, we’re not talking about an airline activity, but in starting the orientation process sooner than the first day. For example, new employees, and especially hybrid workers, may need interaction with HR, IT, legal, facilities – why not get these going in advance? The first day is overwhelming so by tackling IT, for example, you make it likely the first day will be a success. This hit home as we recently had a similar issue with a client’s remote-for-now worker; we lost the whole day as the IT people struggled to troubleshoot the biller’s computer issues. Not only does the employer look unprepared but remember that first impressions are lasting impressions. By starting certain activities before the first day, you can start the relationship in a more organized fashion and lower everyone’s frustration level.
Connection. Sometimes, as employers, we get so caught up in the legalities that we minimize the personal aspects and stress of the first day. Paperwork (hiring forms, P&P, training, etc) are certainly important, but let’s not overlook the importance of connecting the new worker to his peers. “Virtual team-welcome events and coffee dates” should happen on the first day, much like they would in the face-to-face work environment. And truly, given the connectivity and creativity that businesses have achieved, can’t we find an easier way to get the “paperwork” done?
Work-spaces. Most of us are probably used to a desk of our own and in some companies, the claim to a personal space looks like people actually live there! Hybrid workers generally don’t have this, which means that employers need systems to assist remote workers in “booking” an on-site workspace, navigating the office environment and feeling welcome. In addition, the smart COVID mindset dictates rigorous safety practices that are known by, and can give comfort to, hybrid employees.
Long-term thinking. COVID hasn’t changed the fact that onboarding goes long past the first 30 days, something at which many employers fail. Sometimes we hire, train and drop the employee into a role with nary a glance past a certain point. Because of the greater danger of disengagement, hybrid workers especially need a sustained acclimation period that is tailored to the position. Department managers should develop plans specific to the role where they can monitor progress and deliver training and other programs in a way that keeps hybrid workers connected and engaged. This will set the employee up for success and likely result in a long employment relationship.
Continuous feedback. The article’s author challenges us to be in a constant learning mode to adapt to the changes thrust upon us by COVID. Real-time feedback is crucial as employees move through the onboarding process and more importantly, employers need to heed the comments and adapt processes accordingly. Creating points along the onboarding process for feedback helps improve it for everyone. And given the remote component of hybrid work, HR must facilitate a culture of openness where managers and employees feel comfortable giving and receiving honest feedback.
Beyond HR. Onboarding is everyone’s job; that’s not new. But a more deliberate process, honed by real-time experiences, where everyone contributes, is the goal to keep new workers. Take time to evaluate your company’s onboarding process and look for ways that teams can re-tool some activities for better engagement, satisfaction and longevity. If nothing else, COVID has shown us the true level of creativity that exists in many companies today so let’s focus it on this aspect of the hiring process for everyone’s benefit.