Onboarding – give new employees the conditions they need to succeed

Have you experienced a successful onboarding? Hopefully, you did, but there are broad variations of companies’ onboarding processes.

From the moment you walk into an office on your first day, there are a lot of new faces, processes to learn, and new IT infrastructure and tools to get used to— not to mention the tedious task of filling out a mountain of initial paperwork. All of these activities are part of employee onboarding at any company.

What is employee onboarding, exactly?

According to the Society for Human Resources Development (SHRM), employee onboarding is the “process of helping new hires adjust to social and performance aspects of their new jobs quickly and smoothly, and learn the attitudes, knowledge, skills, and behaviours required to function effectively within an organization.”

In short, employee onboarding involves the processes that help you ensure that your new hires get started on the right foot. These processes can be broken down into two categories:

  • Formal onboarding encompasses the organized tasks and procedures that help a new employee adjust to his or her new position. Under formal onboarding, new hires are often segregated from existing employees to experience coordinated activities for orientation, in-classroom training, and socialization.
  • Informal onboarding refers to the ad hoc and semi-organized activities by which a new employee learns about his or her new job. Informal onboarding can include job shadowing and impromptu one-on-one coaching or meetings with management and new colleagues, as well as the minutiae of getting started at a company, such as receiving badges and equipment.

Regardless of whether an organization chooses formal onboarding, informal onboarding, or a mix of both, getting new hires up to speed is an expensive task.

Onboarding is an investment. A centralized, adequately resourced process of introduction of new employees may prevent their own resignations in an early stage for as many as 1 in 4 hires. And the faster that your new hires feel welcomed and  comfortable in their new roles, the faster that they can begin contributing to your company.

The structure of Birn+Partners onboarding program is based on a market survey conducted in cooperation with 600 top executives. It facilitates a truly efficient integration of the transition. Key findings from the survey;

  • 60% have no onboarding plan
  • 98% are missing understanding of the team, culture and values
  • 65% prioritized their time inefficiently
  • 35% are not in the job one year later.

Given the expense of onboarding, how can you build time-sensitive training and deliver it to new recruits that may be remotely located across the country or even around the world?

Executive Onboarding – the first 100 days

Our onboarding process is meant to ensure that leaders adapt and become full contributors in the organization – faster, better and seamless.

Birn+Partners´customized onboarding program is an effective and individual process that provides your new manager with the knowledge and insight, usually gained after 12 months in a new job, in only 100 days.

Are you interested in faster and better results?

Let’s meet to discuss how we together can ensure that leaders adapt and become full contributors in the organization – faster, better and with fewer problems to achieve the best result.

Give me a call, tel. +46 (0)709690165 or send an e-mail jb@birn-partners.com

By Jonas Bengtsson, Partner & Executive Consultant, Birn+Partners Sweden

To learn more about the program click here Executive Onboarding

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