Increasingly, this administrative based approach has proved problematical. Organisations want give their new hires a proper onboarding – to be effective and productive quickly, and new employees want to get up and running straight away, making a positive first impression. The paperwork can get in the way.
New hires tend to decide quickly whether they have made the right move and if they see a long-term future with their new employer. If the role isn’t what they expected, or they don’t get on well with their manager and colleagues, they are likely to either leave quickly or fail to fully integrate.
This suggests we need a more dynamic and immersive approach to onboarding. Induction, orientation and assimilation need to cover the operational and cultural aspects of the business, helping build a more cohesive bond between the new starter and their team. Such an approach will need input and involvement from a wider range of people than the HR team – it’s time for managers and business leaders to get involved.
And here are 4 ways they can start: