Much has already been written about the importance of good onboarding. And an effective onboarding process really is important: it strengthens company culture and increases job satisfaction, productivity and employee retention. By investing in a careful and well-thought-out onboarding process, you boost your employees' engagement and performance.
But what do we actually mean by successful onboarding? In this article we take a closer look at the different types of onboarding, an onboarding timeline, best practices, and why it is so valuable to involve your current employees.
Onboarding is part of your talent strategy. Invest in your talent strategy by using a validated talent optimization platform such as The Predictive Index, which offers tools for seamlessly integrating and guiding new employees into your organization.
Five types of onboarding: understanding the different parts of your onboarding strategy
The onboarding program can vary depending on the size of the organization and the type of role being filled.
We identify 5 components:
- Operational onboarding: preparing all the necessary materials and equipment, such as workspace supplies and login credentials.
- Knowledge onboarding: providing training or mentoring so the person can carry out the day-to-day tasks and responsibilities of the role.
- Performance onboarding: setting short-term goals and providing feedback to help achieve them.
- Social onboarding: helping new employees feel welcome, for example through a welcome package or an onboarding buddy.
- Talent onboarding: gaining insight into the skills and experience of new team members to identify future growth opportunities.
Onboarding: where do you start?
Every onboarding strategy contains elements of the five categories above. Onboarding starts before day one, and you should plan for a period of about a year with regular check-in moments. How you deliver onboarding can differ by department and by individual.
Here are a few tips:
- Before the first day: a welcome package (light knowledge onboarding) and an introduction to the new team, for example when signing the agreement (social onboarding). Give them insight into the intrinsic drives you explored during the hiring process.
- First day: emphasize social onboarding; help the new employee find their way around without overwhelming them with information. Make sure operational onboarding runs smoothly and that everyone involved knows the start date.
- First three months: knowledge onboarding through training and mentoring. Schedule regular check-ins with the manager for performance onboarding.
- From three months through the first year: focus on performance and talent onboarding, set new goals, and assess whether additional training is needed.
Why involving current employees is so valuable
It is important to involve current employees in getting new talent up to speed. Here are four reasons why:
- Speeds up the transition for a new employee. New employees often go through a learning curve. Current employees can help with practical questions, such as where to find office supplies or who to contact for IT issues. This support makes onboarding smoother and boosts productivity.
- Creates room for innovation and collaboration. Invite current employees to give feedback on the onboarding process. Organizing feedback sessions like this not only leads to better onboarding, but also drives product innovation and more efficient ways of working across the company.
- Strengthens communication and how culture is carried forward. Direct insight into the company culture helps new employees settle in faster. An experienced colleague can guide them and help them understand how things are done informally and formally within the organization, making the adjustment easier.
- Creates opportunities for networking and team building. What does the new employee bring in terms of team dynamics and collaboration? Get insight into your team with PI Design.
An effective way to involve current employees is to introduce a buddy system, pairing a new employee with an experienced colleague who can show them the ropes within the organization.
Implementing a buddy system
- Inform the buddy in advance. Let the buddy know in good time that they will be guiding a new colleague, so they are well prepared and the new employee feels welcome.
- Prepare a guide for the buddy. Help the buddy with a preparation document from HR to support them in guiding the new employee. Give them insight into their own drives and those of the new colleague. The PI Relationship Guide is a key resource here.
- Introduce the new employee to key people. Let them meet important people and departments on their first day, so they gain insight into how the company works and the impact of their role. Take their unique behavioral profile into account so you can tailor this to them.
- Allow enough time for training. Make sure the new employee can focus on training and settling in well during the initial period. The buddy can offer support and answer questions.
- Follow up on the buddy journey. Schedule monthly check-ins to track progress and evaluate whether the buddy is a good fit for guiding future onboarding as well.
Want to put these onboarding insights to work for your organization? Discover The Predictive Index at People for Success, or schedule a no-obligation introduction.